A Study On The Relationship Between Airlines Staff’s Job Satisfaction And Their Turnover Intention

In recent years,the aviation industry of China has entered a period of rapid development which is driven by the high-speed economic growth.However,the reform of human resource management system in the airline industry has fallen behind in this process.The rapid expansion of airlines has caused an increasing number of employees,while the staff’s job satisfaction has decreased.Previous researches have shown that employees’ job satisfaction has an important impact on employees’ turnover intention.In addition to job satisfaction which affects turnover intention,are there other factors? Whether there is an interaction among these factors? All of these questions are worthy of our further consideration.Past studies have indicated that job satisfaction refers to the subjective feeling and psychological satisfaction degree of the employees,including the work circumstance and other relative factors.Turnover intention refers to that the employees are pushed to leave their organization for some reason.Organizational identities refer to the sense of solidarity between the members and the organization,the behavior of supporting the organization and the perception of the common characteristics among the other members of the organization.Therefore,this paper introduces the organizational identity as a moderating variable and expects to explore how the identity works between the employee’s satisfaction and turnover intention.Based on the researches of job satisfaction,organizational identification and turnover intention,we have revised and improved the questionnaire survey of six domestic airline employees and then acquired a total of 212 valid questionnaires.After using AMOS22.0 and SPSS19.0 software,we then explored the descriptive statistical analysis,reliability and validity analysis,correlation analysis and regression analysis and each layer regression analysis of the research hypotheses.Finally we got the following conclusions:(1)Airline employees’ job satisfaction and the employees’ organizational identification are in the middle level while the turnover tends to reach a moderate level.(2)There are significant differences in demographic variables,job satisfaction,organizational identification and turnover intention.The job satisfaction degree has obvious differences in age,marital status,educational background and level of position.The organizational identification varies greatly in marital status,educational background and level of position.Marked differences of the turnover intention exist in the age,education and level of position.(3)The job satisfaction,organizational identification and turnover intention have a high linear correlation.The job satisfaction is positively correlated with organizational identification,while the job satisfaction and turnover intention are negatively correlated.Besides,organizational identification and turnover intention were significantly negative correlated.The factors that influence the turnover intention of the airlines are as follows: management measures,positive evaluation and job return.(4)Organizational identity is a moderating variable between the job satisfaction and the turnover intention.Keeping the job satisfaction as constant,the improvement of organizational identification has a significant effect on the decrease of turnover intention.Last but not the least,based on the studies,this paper has given five suggestions on how to improve the job satisfaction and organizational identification,and reduce the turnover intention.They include the establishment of an effective incentive mechanism,the efficient communication mechanism,the effective training mechanism,paying more attention to the influence of the demographic variables and setting up early warning mechanism of resigning.According to the research methods and conclusions,this paper also has pointed out the limitations and put forward the future research direction.