Investigating Job Satisfaction Impacts on Employee Turnover Intention

This dissertation, submitted in partial fulfillment of the requirements for an MSc in International Management, investigates the impact of job satisfaction on employee turnover intention. The study examines the airline industry, recognizing employees as key assets and highlighting the importance of their satisfaction for organizational success. The research explores the factors influencing employee dissatisfaction, the relationship between job satisfaction and turnover intention, and the role of human resource practices in controlling employee turnover. The dissertation includes a literature review, research methodology, data analysis, and conclusions with recommendations for improving job satisfaction and reducing turnover. The study aims to identify employee characteristics that contribute to turnover intention and provides insights into effective human resource management strategies for enhancing employee retention and organizational performance. The dissertation follows a structured approach, including an introduction, literature review, research methodology, data analysis, and conclusion, providing a comprehensive analysis of the topic.

An investigation of job satisfaction impacts on
employee turnover intention
“Dissertation submitted in partial fulfilment of the requirements for the MSc
International Management”
JANUARY, 2018
CONFIDENTIALLY STATEMENT
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
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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 5
1.1 OVERVIEW 5
1.2 RESEARCH PROBLEM 6
1.3 CHAPTER STRUCTURE 7
1.4 AIM AND OBJECTIVES 8
1.5 FOCUS AND PURPOSE 8
1.6 RESEARCH QUESTIONS 9
1.7 FRAMEWORK AND ANALYSIS 9
1.8 POTENTIAL SIGNIFICANCE 10
CHAPTER 2: LITERATURE REVIEW 12
2.1 INTRODUCTION 12
2.2 EMPLOYEE TRAIT AND ITS IMPACT ON WILLINGNESS TO QUIT JOB 12
2.3 EMPLOYEE DISSATISFACTION MODEL 13
2.4 CLASSIFICATIONS AND IMPACT OF JOB SATISFACTION 15
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 19
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 28
3.6.1 PRIMARY DATA 29
3.6.2. SECONDARY DATA 30
3.7 SAMPLING TECHNIQUE AND SAMPLE SIZE 30
3.8 DATA ANALYSIS 31
3.9 ETHICAL CONSIDERATIONS 31
3.10 VALIDITY AND RELIABILITY 32
3.11 LIMITATIONS 33
CHAPTER 4: DATA ANALYSIS 34
4.1 INTRODUCTION 34
4.2 FINDINGS 34
CHAPTER 5: CONCLUSION AND RECOMMENDATION 40
5.1 CONCLUSION 40
5.2 RECOMMENDATION 41
5.2.1 TO IMPROVE SATISFACTION 41
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5.2.2 FURTHER STUDY 42
REFERENCES 43
APPENDIX I 48
APPENDIX II 49
APPENDIX III 51
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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 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.
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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 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
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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 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
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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 (Torrington, 2014).
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
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.
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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 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
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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.
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
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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 (Torrington, 2014). 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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