Original Research

The relationship between perceived organisational support, organisational commitment and turnover intention among employees in a selected organisation in the aviation industry

Maahierah Satardien, Rukhsana Jano, Bright Mahembe
SA Journal of Human Resource Management | Vol 17 | a1123 | DOI: https://doi.org/10.4102/sajhrm.v17i0.1123 | © 2019 Bright Mahembe, Rukhsana Jano, Maahierah Satardien | This work is licensed under CC Attribution 4.0
Submitted: 11 September 2018 | Published: 05 September 2019

About the author(s)

Maahierah Satardien, Department of Industrial Psychology, University of the Western Cape, Bellville, Western Cape, South Africa
Rukhsana Jano, Department of Industrial Psychology, University of the Western Cape, Bellville, Western Cape, South Africa
Bright Mahembe, Department of Industrial Psychology, University of the Western Cape, Bellville, Western Cape, South Africa


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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.


Keywords

perceived organisational support; organisational commitment; turnover intentions; employee turnover; staff retention; intention to leave

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