Investigation of Job Satisfaction Impacts on Employee Turnover Intention
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Added on 2023-03-23
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This dissertation investigates the impact of job satisfaction on employee turnover intention in the Airlines industry. It explores the relationship between job satisfaction factors and turnover intention, identifies employee traits that lead to job quitting, and evaluates organizational practices in human resources management. The study aims to provide insights into improving employee satisfaction and reducing turnover in the industry.
Investigation of Job Satisfaction Impacts on Employee Turnover Intention
Added on 2023-03-23
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An investigation of job satisfaction impacts on
employee turnover intention
1
employee turnover intention
1
ACKNOWLEDGEMENT
I want to thank my mentor who has motivated me to accomplish the dissertation. He has
guided me with his wisdom and knowledge. His support has made me understand that high
standards work can be accomplished by motivated culture which has also helped me to carry out
the entire dissertation in the right manner. Also, support of my family and friends is also
immense because it has also enhanced my morale during the completion of study. My colleagues
and team members has facilitated in data collection and analysis which is also appreciable.
2
I want to thank my mentor who has motivated me to accomplish the dissertation. He has
guided me with his wisdom and knowledge. His support has made me understand that high
standards work can be accomplished by motivated culture which has also helped me to carry out
the entire dissertation in the right manner. Also, support of my family and friends is also
immense because it has also enhanced my morale during the completion of study. My colleagues
and team members has facilitated in data collection and analysis which is also appreciable.
2
ABSTRACT
Job satisfaction is considered factor which allows to enhance the commitment and morale
among employees in order to accomplish objectives. It has been noticed that every employee
performance is greatly dependent over motivation. By having an effective consideration of
commitment and willingness the employee turnover can be controlled by the Airline businesses.
It has been witnessed that if employee is not satisfied with the pay scale and other values offered
by the airline business then it will affect the morale. It might create a tendency to quit the job
which might be a critical issue. Along with this, it is necessary for Airline business firm like BA
to have appropriate selection and recruitment so that issue can be resolved. It will provide
employees who are committed so that employee turnover can be controlled.
3
Job satisfaction is considered factor which allows to enhance the commitment and morale
among employees in order to accomplish objectives. It has been noticed that every employee
performance is greatly dependent over motivation. By having an effective consideration of
commitment and willingness the employee turnover can be controlled by the Airline businesses.
It has been witnessed that if employee is not satisfied with the pay scale and other values offered
by the airline business then it will affect the morale. It might create a tendency to quit the job
which might be a critical issue. Along with this, it is necessary for Airline business firm like BA
to have appropriate selection and recruitment so that issue can be resolved. It will provide
employees who are committed so that employee turnover can be controlled.
3
TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................4
1.1 Overview..........................................................................................................................4
1.2 Research Problem.............................................................................................................5
1.3 Chapter Structure..............................................................................................................6
1.4 Aim and objectives...........................................................................................................7
1.5 Focus and Purpose............................................................................................................7
1.6 Research questions...........................................................................................................8
1.7 Framework and Analysis..................................................................................................8
1.8 Potential Significance.....................................................................................................10
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction....................................................................................................................11
2.2 Employee trait and Its Impact on Willingness to Quit Job.............................................11
2.3 Employee Dissatisfaction Model....................................................................................12
2.4 Classifications and Impact of Job Satisfaction...............................................................14
2.5 Relationship between Job Satisfaction Factors and Employee Turnover Intention.......16
2.6 Approaches to Improve Job Satisfaction........................................................................18
2.7 Human Resource Practice to Control Employee Turnover Rate....................................18
2.8 Strategic Options for Human Resource Management....................................................22
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................25
3.1 Introduction....................................................................................................................25
3.2 Research Philosophy......................................................................................................25
3.3 Methods of Investigation and Research Design.............................................................26
3.4 Research Approach.........................................................................................................27
3.5 Research Strategy...........................................................................................................28
3.6 Data Collection Methods................................................................................................29
3.6.1 Primary Data................................................................................................................29
3.6.2. Secondary Data...........................................................................................................30
3.7 Sampling Technique and Sample size............................................................................31
3.8 Data Analysis..................................................................................................................31
3.9 Ethical Considerations....................................................................................................32
4
CHAPTER 1: INTRODUCTION....................................................................................................4
1.1 Overview..........................................................................................................................4
1.2 Research Problem.............................................................................................................5
1.3 Chapter Structure..............................................................................................................6
1.4 Aim and objectives...........................................................................................................7
1.5 Focus and Purpose............................................................................................................7
1.6 Research questions...........................................................................................................8
1.7 Framework and Analysis..................................................................................................8
1.8 Potential Significance.....................................................................................................10
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction....................................................................................................................11
2.2 Employee trait and Its Impact on Willingness to Quit Job.............................................11
2.3 Employee Dissatisfaction Model....................................................................................12
2.4 Classifications and Impact of Job Satisfaction...............................................................14
2.5 Relationship between Job Satisfaction Factors and Employee Turnover Intention.......16
2.6 Approaches to Improve Job Satisfaction........................................................................18
2.7 Human Resource Practice to Control Employee Turnover Rate....................................18
2.8 Strategic Options for Human Resource Management....................................................22
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................25
3.1 Introduction....................................................................................................................25
3.2 Research Philosophy......................................................................................................25
3.3 Methods of Investigation and Research Design.............................................................26
3.4 Research Approach.........................................................................................................27
3.5 Research Strategy...........................................................................................................28
3.6 Data Collection Methods................................................................................................29
3.6.1 Primary Data................................................................................................................29
3.6.2. Secondary Data...........................................................................................................30
3.7 Sampling Technique and Sample size............................................................................31
3.8 Data Analysis..................................................................................................................31
3.9 Ethical Considerations....................................................................................................32
4
3.10 Validity and Reliability................................................................................................33
3.11 Limitations....................................................................................................................34
CHAPTER 4: DATA ANALYSIS................................................................................................35
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................41
5.1 Conclusion......................................................................................................................41
5.2 Recommendation............................................................................................................42
REFERENCES..............................................................................................................................44
APPENDIX....................................................................................................................................47
5
3.11 Limitations....................................................................................................................34
CHAPTER 4: DATA ANALYSIS................................................................................................35
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................41
5.1 Conclusion......................................................................................................................41
5.2 Recommendation............................................................................................................42
REFERENCES..............................................................................................................................44
APPENDIX....................................................................................................................................47
5
CHAPTER 1: INTRODUCTION
1.1 Overview
Employees are referred as one of key asset to the organization because the overall work
effectiveness is dependent over such values. In addition to this, it can be said that employees not
only involved in day to day practice but also provides a strength which assist in accomplishing
key goals and objectives. With an effective consideration of such values the business firm need
to evaluate the outcome so that sustainable opportunities can be attained. It is necessary for every
business firm to ensure that the employees are satisfied with the work culture and facilities so
that their morale can be advanced in critical manner (Keiser, 2012). It has been noticed that by
having an appropriate consideration of satisfaction among workforce the performance of
business entity can be advanced. Employee satisfaction describes the extent to which employees
are happy and content. It also involves finding out whether the needs and desires are being
fulfilled by them or not. It also assists in leading business towards impressive level of success
and ensure that goals and objectives are being accomplished properly. Satisfied employees may
lead business to impressive level of success (Nadiri and Tanova, 2010).
However, dissatisfaction is a factor which might affect the morale of workforce. It might
also force employee to quit the job which will have negative impact on the employee turnover
ratio. It has been noticed that dissatisfaction at the workplace is most common issue which
employees face at some point within an organization. It might force them to left the job so that
better opportunities can be identified. It might affect the cost and other operational aspects of the
company so management need to ensure about such values (Jordan and Troth, 2011). It has been
noticed that if employee satisfaction is well maintained then it allows to have proper reference of
activities. As same changes in such values might create issue in terms of turnover. It has been
witnessed that key goals and objectives in terms of sustainability can also be accomplished
through improving job satisfaction. Dissatisfaction may be caused by a number of factors. These
are the reasons for unhappiness of employees which must be understood by the organization. By
having an appropriate development in terms of standards and human resource practice the issue
of dissatisfaction can be overcome (Kidwell, 2011). It allows to have better opportunities in
terms of employee satisfaction. It also assists in ensure that employee turnover is also being
controlled properly so that key measures can be taken into account. Lack of growth within career
6
1.1 Overview
Employees are referred as one of key asset to the organization because the overall work
effectiveness is dependent over such values. In addition to this, it can be said that employees not
only involved in day to day practice but also provides a strength which assist in accomplishing
key goals and objectives. With an effective consideration of such values the business firm need
to evaluate the outcome so that sustainable opportunities can be attained. It is necessary for every
business firm to ensure that the employees are satisfied with the work culture and facilities so
that their morale can be advanced in critical manner (Keiser, 2012). It has been noticed that by
having an appropriate consideration of satisfaction among workforce the performance of
business entity can be advanced. Employee satisfaction describes the extent to which employees
are happy and content. It also involves finding out whether the needs and desires are being
fulfilled by them or not. It also assists in leading business towards impressive level of success
and ensure that goals and objectives are being accomplished properly. Satisfied employees may
lead business to impressive level of success (Nadiri and Tanova, 2010).
However, dissatisfaction is a factor which might affect the morale of workforce. It might
also force employee to quit the job which will have negative impact on the employee turnover
ratio. It has been noticed that dissatisfaction at the workplace is most common issue which
employees face at some point within an organization. It might force them to left the job so that
better opportunities can be identified. It might affect the cost and other operational aspects of the
company so management need to ensure about such values (Jordan and Troth, 2011). It has been
noticed that if employee satisfaction is well maintained then it allows to have proper reference of
activities. As same changes in such values might create issue in terms of turnover. It has been
witnessed that key goals and objectives in terms of sustainability can also be accomplished
through improving job satisfaction. Dissatisfaction may be caused by a number of factors. These
are the reasons for unhappiness of employees which must be understood by the organization. By
having an appropriate development in terms of standards and human resource practice the issue
of dissatisfaction can be overcome (Kidwell, 2011). It allows to have better opportunities in
terms of employee satisfaction. It also assists in ensure that employee turnover is also being
controlled properly so that key measures can be taken into account. Lack of growth within career
6
is also a critical issue which might affect the outcome in diverse manner. If employees are not
feeling that they will attain long term values more effectively then it will create an issue in terms
of sustainability. It will impact the morale which might lead to job quit. Equal job opportunities
at the workplace is also a factor which might affect the job satisfaction factors (Bliese, 2011). It
allows employees to feel comfortable within an organization which assist in long term
development. It will also improve the environmental values so that issue of employee turnover
can be resolved. It is necessary to create an interest at the workplace so that workforce may feel
attracted to have efficient working.
Other than this, poor management at the workforce may also create a critical issue for the
business entity which affects the overall development. If the management at workplace is not
appropriate then it might be possible that issues in terms of satisfaction may also occurred. It is
necessary to ensure that standards are well maintained so that employee turnover can be
controlled efficiently in terms of sustainability (Aydogdu and Asikgil, 2011).
In the present study, the key focus is on employee satisfaction and its impact on the
employee turnover. By having an effective consideration of key values the issues in terms of
sustainability can be overcome. With an application of standards in terms of employee
satisfaction the issues can be resolved. It helps in effective development of measures and ensure
that key measures are accomplished (Chenail, 2011). Present study will explore the relationship
between job satisfaction factors and employee turnover intention. Along with this, dissertation
will have identification of employee character that creates willingness to quit their job position.
By having an appropriate consideration of diverse factors in regard to employee retention can
also be overcome effectively.
1.2 Research Problem
It has been noticed that every business firm is having an effective development of key
norms in respect to employee satisfaction. In recent era, the businesses are facing issues in regard
to human resource management so that goals and objectives can be accomplished. By having an
improvement in standards of human resource practice the overall development can be taken into
account. In addition to this, it can be said that every business entity requires some talented
employees so that performance can be advanced. It also improves the level of satisfaction and
ensure that turnover ratio is also being controlled in desired manner. Dissatisfaction among
employees is also a factor which impact the overall performance (Chi and Gursoy, 2009). One of
7
feeling that they will attain long term values more effectively then it will create an issue in terms
of sustainability. It will impact the morale which might lead to job quit. Equal job opportunities
at the workplace is also a factor which might affect the job satisfaction factors (Bliese, 2011). It
allows employees to feel comfortable within an organization which assist in long term
development. It will also improve the environmental values so that issue of employee turnover
can be resolved. It is necessary to create an interest at the workplace so that workforce may feel
attracted to have efficient working.
Other than this, poor management at the workforce may also create a critical issue for the
business entity which affects the overall development. If the management at workplace is not
appropriate then it might be possible that issues in terms of satisfaction may also occurred. It is
necessary to ensure that standards are well maintained so that employee turnover can be
controlled efficiently in terms of sustainability (Aydogdu and Asikgil, 2011).
In the present study, the key focus is on employee satisfaction and its impact on the
employee turnover. By having an effective consideration of key values the issues in terms of
sustainability can be overcome. With an application of standards in terms of employee
satisfaction the issues can be resolved. It helps in effective development of measures and ensure
that key measures are accomplished (Chenail, 2011). Present study will explore the relationship
between job satisfaction factors and employee turnover intention. Along with this, dissertation
will have identification of employee character that creates willingness to quit their job position.
By having an appropriate consideration of diverse factors in regard to employee retention can
also be overcome effectively.
1.2 Research Problem
It has been noticed that every business firm is having an effective development of key
norms in respect to employee satisfaction. In recent era, the businesses are facing issues in regard
to human resource management so that goals and objectives can be accomplished. By having an
improvement in standards of human resource practice the overall development can be taken into
account. In addition to this, it can be said that every business entity requires some talented
employees so that performance can be advanced. It also improves the level of satisfaction and
ensure that turnover ratio is also being controlled in desired manner. Dissatisfaction among
employees is also a factor which impact the overall performance (Chi and Gursoy, 2009). One of
7
key rationale behind the selection of subject is that issue in terms of employee turnover has
advanced in recent past years. Employees in airline sector are switching to other jobs at high
scale. In order to identify the key reasons behind such values the present study is being
conducted. Along with this, it has been noticed that airline sector also has diverse issues in
context to the employee satisfaction which also forces to have improved focus on the present
study (Chiaburu, Diaz and Vos, 2013). Moreover, human resource practice within airline sector
is also not impressive which has impacted the performance of businesses. It has forced to have
selection of topic so that key measures can be understand properly and ensure that human
resource allocation can also be improved.
1.3 Chapter Structure
In order to have effective accomplishment of the standards the experts need to ensure about
the structural values so that goals and objectives can be accomplished. By having an appropriate
designing of the policies, the issues in terms of research study can be evaluated. The structure
comprises of a series of chapters that form a crucial part of the research study. Discussion about
the various chapters of dissertation has been made with the help of the following paragraphs:
Chapter 1: Introduction: It is a chapter which is initially designed with a purpose to provide
detailing about the subject. It has been noticed that clear framework about the subject can
provided in this chapter so that better understanding can be developed. It is a section that offers
an overview about the satisfaction and employee turnover. In this, rational about the selection of
topic and sector is also being presented (Christen, Iyer and Soberman, 2006). It creates a better
awareness in respect to the standards of study. Along with this, application of aim and objectives
is also being referred properly so that corrective measures can be taken into account. Considering
aim and objectives the research tools application can be referred in desired manner. It will also
provide a potential significant learning in respect to the topic.
Chapter 2: Literature Review: It is a second most significant chapter which need to be
referred by the experts in order to have effective accomplishment of study. It has been noticed
that by having an effective development of key measures in terms of subject and literature
section the management need to have development of standards. In this, different secondary
sources information will be presented on the basis of objectives (Christopher, 2014). It will allow
to identify the employee character who have willingness to quit their job position. Along with
this, it will provide in-depth information with a support to authentic literature so that key
8
advanced in recent past years. Employees in airline sector are switching to other jobs at high
scale. In order to identify the key reasons behind such values the present study is being
conducted. Along with this, it has been noticed that airline sector also has diverse issues in
context to the employee satisfaction which also forces to have improved focus on the present
study (Chiaburu, Diaz and Vos, 2013). Moreover, human resource practice within airline sector
is also not impressive which has impacted the performance of businesses. It has forced to have
selection of topic so that key measures can be understand properly and ensure that human
resource allocation can also be improved.
1.3 Chapter Structure
In order to have effective accomplishment of the standards the experts need to ensure about
the structural values so that goals and objectives can be accomplished. By having an appropriate
designing of the policies, the issues in terms of research study can be evaluated. The structure
comprises of a series of chapters that form a crucial part of the research study. Discussion about
the various chapters of dissertation has been made with the help of the following paragraphs:
Chapter 1: Introduction: It is a chapter which is initially designed with a purpose to provide
detailing about the subject. It has been noticed that clear framework about the subject can
provided in this chapter so that better understanding can be developed. It is a section that offers
an overview about the satisfaction and employee turnover. In this, rational about the selection of
topic and sector is also being presented (Christen, Iyer and Soberman, 2006). It creates a better
awareness in respect to the standards of study. Along with this, application of aim and objectives
is also being referred properly so that corrective measures can be taken into account. Considering
aim and objectives the research tools application can be referred in desired manner. It will also
provide a potential significant learning in respect to the topic.
Chapter 2: Literature Review: It is a second most significant chapter which need to be
referred by the experts in order to have effective accomplishment of study. It has been noticed
that by having an effective development of key measures in terms of subject and literature
section the management need to have development of standards. In this, different secondary
sources information will be presented on the basis of objectives (Christopher, 2014). It will allow
to identify the employee character who have willingness to quit their job position. Along with
this, it will provide in-depth information with a support to authentic literature so that key
8
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