Abstract
Orientation: Turnover intention, a precursor of employee turnover, comprises some of the challenges experienced by the 21st-century organisation – the aviation industry has not been spared.Research purpose: The primary goal of this study was to conduct an analysis of the relationships between perceived organisational support (POS), organisational commitment and turnover intention at a selected organisation within the aviation industry.Motivation for the study: Relatively, little attention has been directed at examining employees’ POS and organisational commitment on turnover intention in the aviation sector.Research approach/design and method: A quantitative research design was used. The sample composed of employees (N = 240) employed at an international aviation organisation, which operates in Cape Town, Brno and Istanbul. The participants were drawn using convenience sampling. Data were analysed using the Pearson correlation and multiple regression techniques.Main findings: High levels of reliability were found for the scales used in this study. Significant correlations were found among POS, organisational commitment and turnover intention. A linear regression analysis indicated that both organisational commitment and POS are significant predictors of turnover intention.Practical/managerial implications: The findings of this study suggest that POS and commitment play a significant role in reducing turnover intention. Employee support programmes should be offered as a panacea for turnover intention given the need for employee retention and commitment in this industry.Contribution/value-add: The aviation industry strives to retain employees, by investing in employees’ training and development. The contribution of the study can ensure passenger safety and avoid aircraft disasters. Perceived organisational support is likely to enhance commitment and reduce staff turnover.
Highlights
Turnover intention is one of the widely studied areas in the field of industrial psychology (Alkahtani, 2015; Fortuin, 2017; Hendricks, 2017; Mthembu, 2017)
A strong negative relationship was found between organisational commitment and turnover intention (r = -0.590; p < 0.01), while a positive and strong relationship was observed between perceived organisational support (POS) and organisational commitment (r = 0.599; p < 0.01)
The findings of this study suggest that employees from the selected organisation in the aviation industry are likely to have strong turnover intention when they feel that they are not getting some support from their organisation, which results in negative implications on their organisational commitment
Summary
Turnover intention is one of the widely studied areas in the field of industrial psychology (Alkahtani, 2015; Fortuin, 2017; Hendricks, 2017; Mthembu, 2017). This is attributed to its impact on the operational costs of employing and re-employing employees. These costs include, but are not limited to, recruitment costs, leave capitalisation, relocation costs as well as formal training and induction costs (Alkahtani, 2015). Turnover intention impacts internal employees as well as employee–customer relationships (Aliyu & Nyadzayo, 2018). Aside from the common financial interventions, perceived organisational support (POS) plays a significant role in influencing turnover intention
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