Employee Turnover at Jay Freight Services: Factors and Solutions

This report delves into the critical issue of employee turnover within the transport industry, specifically analyzing the case of Jay Freight Services Private Limited. The research investigates the detrimental effects of employee turnover on business operations, exploring various contributing factors such as unsatisfactory working conditions, low pay, and poor relationships with supervisors. The report examines the challenges of employee turnover, including the inability to achieve business objectives and damage to the company's reputation. Through a comprehensive literature review, the report explores the impact of content models, job satisfaction, work environment, and employee retention strategies. The methodology section outlines the research philosophy, design, data collection, and analysis methods, along with ethical considerations and limitations. The discussion and analysis section presents the findings, thematic analysis of the factors contributing to employee turnover, and its challenges. The report concludes with recommendations aimed at improving employee retention and mitigating the negative impacts of turnover within the transport and logistics sector.

Running head: EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Employee Turnover in Transport Industry
Name of the Student
Name of the University
Author Note

1EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Table of Contents
1. Introduction..............................................................................................................................2
1.1. Employee Turnover – A Brief Overview..........................................................................4
1.2. Problem Statement............................................................................................................5
Research Aims and Objectives....................................................................................................6
1.3. Research Questions...........................................................................................................6
1.4. Research Hypothesis –......................................................................................................6
1.5. Purpose and Outcome of the Study...................................................................................7
2. Review of Literature.................................................................................................................8
2.1. Impact of Content Models on the Problem of Employee Turnover..................................8
2.2. The Relation between Job Satisfaction and Employee Turnover.....................................8
2.3. Abusive Co-Worker Treatment and the Issue of Employee Turnover.............................9
2.4. Impact of Work Environment on Employee Turnover...................................................10
2.5. Benefits of Employee Retention and the Danger of Employee Turnover......................11
2.6. Gaps in the Review of Literature....................................................................................12
3. Chapter 3 – Methodology.......................................................................................................13
3.1. Research Philosophy.......................................................................................................13
3.2. Research Design..............................................................................................................14
3.3. Data Collection...............................................................................................................14
3.4. Data Analysis..................................................................................................................15

2EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
3.5. Sample Size and Sampling Technique............................................................................15
3.6. Ethical Factors for Consideration...................................................................................15
3.7. Limitations of the Research............................................................................................17
4. Chapter 4 – Discussion and Analysis.....................................................................................18
4.1. Findings of the Study......................................................................................................18
4.2. Thematic Analysis...........................................................................................................26
4.2.1. Factors contributing to Employee Turnover in a Business Organization...................26
4.2.1.1. Bad Working Conditions.........................................................................................26
4.2.1.2. Low Pay and Poor Relationship with Supervisors..................................................26
4.2.2. Challenges of Employee Turnover for a Business Organization................................27
4.2.2.1. Un-Attainment of Business Objectives...................................................................27
4.2.2.2. Poor Reputation of the Business Organization........................................................28
Chapter 5 – Conclusion and Recommendations............................................................................29
Recommendations......................................................................................................................30
References......................................................................................................................................34
1. Introduction
Employee turnover is detrimental for business organizations around the world in equal
measure. Employee turnover keeps a business organization from achieving its goals and

3EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
objectives as effectively and as efficiently as possible (Ajit 2016). It is imperative for business
organizations around the world to be able address the problem of employee turnover as this can
suitably position the business to establish competitive advantage and avoid losing out to its rivals
in the industry. In the most basic sense of the term, employee turnover defines the percentage of
employees who are seen to retire or resign from an organization as well as the percentage of
people who need to be immediately replaced by the organization for it to achieve its business
objectives without hindrance (Al Mamun and Hasan 2017). The issue of employee turnover is
one that can occur due to a wide variety of reasons. To begin with, employee turnover may take
place when the people who are working for an organization are not satisfied with the work
conditions that prevail in the organization. If employees are de-motivated or disinterested in the
process of working for an organization, they will lack the desire and the zeal that is needed to
work for the organization for a long period of time. Rather, they will want to resign from the
organization at the earliest because they find no purpose in the work that they do and cannot
bring themselves to do their work in a constructive manner (Cho et al. 2017).
This assignment aims to investigate on how the matter of employee turnover can affect
business operations in the transport industry. Specifically, the assignment conducts an
investigation into the factors affecting employee turnover at Jay Freight Services Private
Limited, a freight company that is well-known for its logistical operations. The assignment
mentions the key research aims and objectives and also the key questions that the research seeks
to answer, a review of literature is carried out, the methods of research are clearly outlined and
the results of the research are discussed and analyzed in a thematic way. The assignment
concludes with a number of important recommendations that may be considered on the part of a

4EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
business organization to improve or address the issue of employee turnover in the best possible
way and to keep such an issue or problem from arising again in the near and distant future.
1.1. Employee Turnover – A Brief Overview
Employee turnover can take place in any type of business organization in the world and it is a
problem that needs to be averted at all costs as it prevents a firm from establishing competitive
advantage. Employee turnover refers to the number of people who are seen to be resigning or
quitting from their job posts in an organization over a considerable period of time, leading to the
organization having to look for ways and means to make up or fill its employee base in order to
achieve its business goals within a desired period of time (De Winne et al. 2019). Employee
turnover can take place when the leadership in an organization is not motivational enough, if the
work culture is not positive in nature and if the job that is being performed is not one that is well
suited to the abilities and the skills of the employee. Employee turnover is certainly a situation
that needs to be avoided given that it reflects poorly on the reputation or the image of the
organization if this is allowed to occur (Reina et al. 2018). Employee turnover can indicate the
fact that a business organization is not being able to suitable care of its employees leading them
to look for better opportunities elsewhere. In order to retain a strong position in the market or
industry in which it operates a firm needs to make a concerted effort to avoid the problem of
employee turnover from arising (Reina et al. 2018). Organizations need to play an active role in
keeping their employees motivated well enough throughout the length of the year so that they
may locate the interest and the incentive that is needed to perform their job roles in the manner
desired instead of looking for a better job in a different organization that is more compatible with
their skills (Sun and Wang 2017).

5EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
1.2. Problem Statement
The problems of employee turnover and the many reasons why it must be avoided and
addressed by a firm is something that is well addressed in the existing literature on employee
turnover. However the literature does not talk about the specific factors that can contribute to
employee turnover in the transport and logistics industry and the ways in which this issue of
employee turnover can be addressed. This gap in the literature on employee turnover is going to
be addressed through the present investigation that is being undertaken, on employee turnover at
Jay Freight Services Private Ltd.
Furthermore with regard to Jay Freight Services Private Ltd, it must be understood that
the issue of employee turnover is one that keeps the company from performing as effectively as
it could have, should it have been serviced by a reliable and stable workforce. Jay Freight
Services Private Ltd is a prominent freight service provider that has recently been faced with an
exodus of employees. The issue of employee turnover at this company is akin to the type of
problems that may be experienced by most other companies operating in the transport industry
that are also faced with the issue of turnover. They are losing out to their rivals and
competitors as their best or talented workers are making their way to other transport and
logistics companies that are offering better pay and better working conditions than what
Jay Freight Services Private Ltd is able to. Apart from losing manpower or human
resource the issue of employee turnover is also creating a negative impression about the
company in the eyes of people. Prospective employees who could have applied for a job
position at the company are discouraged to do so because of the fact that employees don’t
stay here for a long time, and that they are quick to leave the company upon taking up
some position or the other here.

6EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Research Aims and Objectives
Some of the main aims and objectives of the research are as follows –
 To understand the variety of factors that can contribute to employee turnover in a
business enterprise
 To understand the challenges that are brought on by employee turnover in a
business enterprise
1.3. Research Questions
The key research questions of the present study are as follows –
RQ 1 – What are the variety of factors that can contribute to employee turnover in a
business enterprise?
RQ 2 – What are the challenges that are brought on by employee turnover in a business
enterprise?
1.4. Research Hypothesis –
This research is one that looks to test or assess the following hypothesis –
Hypothesis 1 – Employee turnover has a negative impact on business operations in a transport
and logistics company
Hypothesis 2 – Employee turnover has a positive impact on business operations in a transport
and logistics company

7EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
1.5. Purpose and Outcome of the Study
The purpose of the study is to arrive at an understanding of the various factors that can
contribute to employee turnover with special reference to the transport and logistics industry. It
is hoped that the findings of the research will contribute to an understanding of why employee
turnover occurs, the problem that this raises and the many different ways by which this issue can
be resolved by business organizations. It hopes to provide business organizations with the
solutions that they need to combat the problem of employee turnover in the most effective
manner.

8EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
2. Review of Literature
2.1. Impact of Content Models on the Problem of Employee Turnover
Zimmerman et al. (2018) have made a study of the various type of content models that are
seen to have an impact on employee turnover in an organization. Through the study and the
analysis of such models it has been discovered by Zimmerman et al. (2018) that job satisfaction,
the aspect of organizational commitment and the existence of a positive work culture in addition
to the creation of a positive workplace environment all contribute to employee retention in a
firm. In the view of Zimmerman et al. (2018) the issue of employee turnover is one that can
definitely be avoided if employees are satisfied with the job roles and duties that they are
assigned to perform and if they feel safe and secure in the environment in which they do their
work. The notion of commitment is also something that needs to be fostered in employees in
order to prevent the problem of an employee turnover, as argued by Zimmerman et al. (2018).
Organizational commitment if instilled adequately enough can keep motivating employees to do
their best for an organization for as long as possible.
2.2. The Relation between Job Satisfaction and Employee Turnover
Yu et al. (2019) have also made an attempt to see how the matter of job satisfaction can
have a role to play in motivating employees to stay on and work for a firm over a long period of
time. The research has been undertaken in the context of China and an effort has been made by
the researchers to see the various ways by which organizations can ensure job satisfaction for
employees in order to get them to stay on with a firm for as extensive a period of time as
possible. In the view of Yu et al. (2019) employees need to be sufficiently motivated and they

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need to be content with the type of environment or ambience in which they do their work. If they
are not content with such a job environment, it is more than likely that they are going to look for
greener pastures. Hence it is argued by Yu et al. (2019) that job satisfaction must be ensured by
business organizations if employees are to be given a proper reason or incentive to remain with
an organization for a significant length of time, instead of resigning within say six months or so.
Winne et al. (2018) have made an attempt to judge the way by which the problem of
employee turnover can impact the productivity of a business organization. The non-linear model
or scale of analysis has been utilized for this purpose, and it has been found by Winne et al.
(2018), that employee turnover has for the most part, quite a negative impact or effect on the
welfare of a business organization. It has been discovered by Winne et al. (2018) that employee
turnover if allowed to go on at a continued pace is something that is capable of making the
workplace environment quite volatile. People are not going to feel secure about their jobs
anymore and are going to look for the earliest possible opportunity to resign from the
organization. In the bargain, to meet the goals of the organization will prove to be difficult to do,
hampering productivity and putting the business in a position to incur loss. Winne et al. (2018)
argue that the issue of employee turnover needs to be addressed at the earliest if business
productivity is something that is to be looked into and ensured throughout the length of the
financial year.
2.3. Abusive Co-Worker Treatment and the Issue of Employee Turnover
Tews et al. (2018) have discussed the matter of abusive co-worker treatment in a
workplace organization in order to understand the type of impact that this behavior can have on
employee retention and te issue of employee turnover. In the view of Tews et al. (2018),
employees need to be provided a safe and secure environment in which to do their work.. The

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duty and the responsibility of ensuring that employees have a secure environment in which to
work is something that belongs to the higher administration of the business organization. It is
argued by Tews et al. (2018) that abusive behavior is something that needs to be taken into
account and corrected by the business organization if it is to give its employees the motivation
and the incentive that is needed to stay and work for the organization for an extensive period of
time. It is further argued by the researchers that strict punishment must be meted out to the
people who are found to be engaging in abusive behavior in the workplace so that this can never
happen again in the future, and in the bargain the problem of employee turnover is one that will
be addressed as well.
2.4. Impact of Work Environment on Employee Turnover
Arnoux-Nicolas et al. (2016) have pointed out how work conditions can have a
significant influence on the rate of employee turnover in a business organization. It has been
argued by the researchers that if work conditions are adverse in nature then this can be related to
how frequently it is that workers resign or leave an organization. The research has been
undertaken in the context of Europe and it has been discovered that a perceived sense of harm,
such as the perception of physical harm as also negative conditions like bad employee behavior
or a poor relationship with fellow co-workers is something that can contribute to employees
feeling quite de-motivated when they work for a given organization. They will feel the urge to
resign at the earliest possible notice and will want to go and work for an organization where the
work conditions are far better than what prevails in their organization. The role that can be
played by managers and supervisors in this context is also something that has been elaborated
upon by the investigators and it has been shown that if supervisors have a motivating impact on
employees, then they will have every urge to stay on and work for a given organization for a

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long period of time. If they don’t, they will want to go ahead and leave the organization. Arnoux-
Nicolas et al. (2016) has therefore argued in conclusion how an attempt has to be made by a
business organization to create a positive work environment doe its employees so as to reduce
the issue of employee turnover.
Kundu and Lata (2017) have researched on the role that a supportive work environment can
play in keeping employees happy and content and inducing them less to leave an organization.
According to the researchers, employees are more likely to stay on and work for a business
organization if the work environment is one that can they can reach out to for support and
guidance and where they feel positively motivated to do the work that they have been recruited
to do. The supportive work environment is one that can be developed and fostered only when the
managers and employees collectively come together and contribute towards bringing this about
as argued by Kundu and Lata (2017). The research that has been undertaken by Kundu and Lata
(2017) is quantitative in nature and it demonstrates the crucial importance of creating and
developing a positive work environment where employees can devote their best energies towards
developing the goals and objectives of the business organization, which is something that they
have been recruited to do in the first place, and doing which they are likely to be well rewarded
by their management.
2.5. Benefits of Employee Retention and the Danger of Employee
Turnover
Gjerlov-Juel and Guenther (2019) have attempted to see how the matter of employee
turnover can have an important role to play in getting a firm to survive in a particular industry
over a long period of time. It is argued by the researchers that one of the key factors that can
induce a business to survive in a particular market or a particular industry over a long span of