The Relationship between Job Satisfaction and Retention Intention of Cabin Crews in Taiwan

Abstract

Retention intention is a long-term discussing issue for human resources to innovate strategies for better organizations’ development and working environment. Nowadays, due to arising turnover rate, especially in aviation industry, what kind of factor affecting employees to retain the most was discussed. By literature review, job satisfaction was one of the major factors to impact on retention intention, including nine dimensions, pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work, and communication. To explore (1) current condition of overall job satisfaction for cabin crews in Taiwan airlines, (2) the relationship between each dimension of job satisfaction and retention intention, and (3) the interaction effect between each demographic variable and job satisfaction on retention intention, a questionnaire was developed and employed to collect the data from 226 respondents who have worked in Taiwan airlines as cabin crews. The SPSS Statistics Desktop version 22.0 were employed for data analysis after data collection and coding. The results indicate that (1) cabin crews have ambivalent perception of overall job satisfaction, (2) except promotion, other dimensions of job satisfaction have significant correlation with retention intention; among them, fringe benefits, coworkers, nature of work have significant relationship with retention intention, (3) there is no interaction effect between each demographic variable and job satisfaction on retention intention. Based on the results, recommendations are provided to future research and human resources development practical field in Taiwan airlines.