Factor affecting turnover in the aviation industry

Abstract

Today and in past few years the topic of turnover is continuously drawing the attention of the researchers. Turnover supervisory evaluation is the topic of my research. My area of research goes on explaining the the factors affecting turnover while the early attempts of researchers were to find the correlates of turnover. My area of study deals with issue related to employee performance in making decision to stay with the organization of leave. Early research in this topic has diagnosed that superior performers have high turnover as they see more opportunities of employment outside their current organization. It has been found out in the past research that turnover is very low among the best performers-McEvoy and Casion(1981) found out a -.28 correlation between turnover intentions and turnover indicating that turnover is lower among the best performers. Jackof sky (1984) has taken a theoretical stance in which he argues that employee performance is related to turnover. However, in involuntary and voluntary turnover (I.e no volitional which means that turnover in reponse to administrative threat of being fired), then job performance will be negatively related. Therefore, the relationship between the performance and turnover should have been curvilinear. Because the turnover should be terminated, the average or satisfied workers should stay and the best performers should be motivated and given opportunities of growth. Up till now there has been less investigated research on this proposed relationship. 2 Turnover is evaluated for every type of company. It can be for individual company or for the industry as a whole. A company of the same industry having a high turnover means that in this company the employees have shorter tenure compared to the companies in the same industry. The productivity of the company goes down when there is high turnover, if the percentage of skilled and novice workers leaving the Organization is high.