A Report on Job Satisfaction Impacts on Employee Turnover Intention

This report investigates the impact of job satisfaction on employee turnover intention, focusing on the airline industry. It acknowledges the importance of employee satisfaction for organizational success and addresses the research problem of increasing employee turnover rates within the airline sector. The report outlines its structure, including an introduction, literature review, research methodology, data analysis, and conclusion with recommendations. It emphasizes the need for businesses to prioritize employee satisfaction to enhance commitment, morale, and retention, ultimately improving overall performance and sustainability. The study aims to identify the relationship between job satisfaction factors and employee turnover intention, as well as explore employee characteristics that contribute to the willingness to leave their positions.

An investigation of job satisfaction impacts on
employee turnover intention
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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.
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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.
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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
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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
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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
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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
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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
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measures can be well maintained. It has also provided assistance in evaluating the organizational
practices in human resources management (Cox and McDonald, 2013).
Chapter 3: Research Methodology: It is a chapter which allows to have effective
development of methodology so that key outcome can be accomplished. In this, information
about diverse methods is being presented so that overall standards can be well maintained.
Diverse research values are being taken into account (Daniel and Sam, 2011). In addition to this,
it can be said that proper justification is also being presented in order to ensure that methodology
section is effectively measured. Along with this, limitation and ethical consideration is also taken
into account to have proper learning about the methodology section. Application of diverse
resources is being taken into account so that study can be accomplished (David, 2009).
Chapter 4: Data Analysis and Findings: It is a section which allows to have appropriate
interpretation presentation of data that have been collected by the methods in chapter 3. Through
having an effective consideration of graphs and other thematic values the information will be
presented in manner to develop understanding about the subject.
Chapter 5: Conclusion and Recommendations: It is a chapter which provides an
information about conclusive points so that better understanding can be developed. With an
assistance of this, the major findings can be evaluated in desired manner (Hellawell, 2012).
Along with this, it has been noticed that analysis measures are being taken into account to have
proper interpretation. Also, recommendation in respect to limitation of study is being referred. It
will allow to have understanding about the recommendation which can resolve the issues in
different areas.
1.4 Aim and objectives
Aim: To investigate job satisfaction impacts on employee turnover intention in Airlines industry.
Objectives:
 To identify the employee traits who have willingness to quit their job position
 To explore the relationship between job satisfaction factors and employee turnover
intention
 To evaluate the organizational practices in human resources management.
1.5 Focus and Purpose
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Key purpose behind the present study is to have investigation regarding job satisfaction
impacts on employee turnover intention in Airlines industry. Present dissertation study will have
effective consideration of diverse gaps present in the previous research of selected topic. It
means the experts will have reference of standards in such manner that limitations of previous
studies can be overcome. It has been witnessed that there are number of literature available in the
market which provides an information about job satisfaction and employee turnover ratio. With
an application of diverse standards in regard to research practice the learning about methodology
section will also be gained (Hill, 2007). It is also a purpose that key standards learning can be
advanced with a help of practical application of standards. Previous studies have not provided
the identification of employee character that create willingness to quit their job position.
With a help of present study such factors can be examined in desired manner. It has been noticed
that number of research are being taken into account in order to identity the key regarding human
resource practice (Hogg, 2008). Also, none of previous study has considered the practice in
relation with the airline sector. By having an effective focus on such standards, the issues in
regard to practice of employee satisfaction can be resolved. It will also advance the sustainable
learning in respect to relationship between job satisfaction factors and employee turnover
intention.
1.6 Research questions
In order to provide better support to the research aim and objectives the consideration of
questions is also significant. With an effective consideration of such values, the experts can
understand the key issues and problems which are associated with study. It will allow to have
selection of standards that assist in meet the objectives (Islam, 2014).
 How employee trait forces individual to quit their job position?
 What is the relationship between job satisfaction factors and employee turnover
intention?
 What kind of organizational practices in human resources management are necessary
to control employee turnover?
1.7 Framework and Analysis
It is necessary for experts to ensure that information is being collected from the reliable
sources. It is also significant to have consideration of framework and analysis section so that key
terms can be accomplished. This is significant as with it, the researcher can arrive at conclusions
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and recommendations by making proper decisions (Jepsen and Rodwell, 2008). By ensuring
about the framework the investigation on job satisfaction impacts on employee turnover intention
in Airlines industry can be accomplished.
Design of research: Research will have consideration of descriptive and explanatory
aspects. With a help of effective selection of design the overall values can be described. It also
assist in identifying the key value which are highly associated with development. Specific
behaviours could be described by the researcher using this design (Jiang, Baker and Frazier,
2009). Along with this, overall present investigation will provide in-depth information in regard
to employee turnover. It will also help in analysing measures which affect the learning.
Research approach: With an effective application of inductive approach the learning can
also be accomplished. In order to ensure that there is relationship between job satisfaction factors
and employee turnover intention the consideration of such values is essential. By having a
consideration of approach the findings need to be added for better understanding. It will also
make understand about the key reasons which impact the overall learning (Christen, Iyer and
Soberman, 2006)
Research philosophy: In this, positivism philosophy will be employed so that employee
character and its relation with individual to quit their job position can be evaluated. By having an
appropriate learning in regard to research philosophy the issues are being overcome in desired
manner (Christopher, 2014).
Techniques of research: In addition to this, it can be said that qualitative measures and
quantitative measures both are being referred. It will provide information in respect to measures
which allows to have effective learning in regard to measures. By having an effective
consideration of key measures the issues in terms of sustainability is necessary.
Method for data collection: In order to have effective data collection the primary and
secondary data collection is need to be followed. It has been witnessed that for secondary data
collection the standards in terms of human resource practice. By having a literature on the
satisfaction and employee turnover will help in data collection. On the other side, the interview
will be conducted (Cox and McDonald, 2013). To focus on gathering more in-depth information,
this study intent to do a semi-structure interview. Semi-structured interviews can help the
researcher to specify the area to be explored with some key questions and seek out more detail of
response.
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Sampling technique: It is necessary for business firm to have effective consideration of
respondents in order to take interview. In addition to this, respondents will be international
airline’s existing employees in any position who passed the formal recruiting, developing and
training processes, and start working at least 1 year.
Analysis of data: It is necessary for effective presentation of information in descriptive
manner so that goals and objectives can be accomplished. In addition to this, information will be
presented in manner that it must be understandable.
1.8 Potential Significance
Present study is referred as one of most critical aspect in regard to human resource
practice. In addition to this, it has been noticed that employee satisfaction is referred as practice
which assist in sustainable values. Present study is significant because it helps in developing
learning about employee turnover ratio (Daniel and Sam, 2011).
It will also provide information to scholars so that they can understand the process and
concept of research work. It will also be of potential importance to various organizations as they
will learn about the causes of discontentment of employees. By learning about the causes, steps
can be taken by them for dealing with employee dissatisfaction. Along with this, it will also
provide information in regard to relationship between job satisfaction factors and employee
turnover intention (David, 2009). Human resource practice in respect to controlling turnover
ratio is also significant so that development can be accomplished. It will also provide better
learning in respect to research methods. It means by having a sustainable development the key
measures can be taken into account.
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