An Analysis of Employee Turnover Intention in the Airport Catering Industry: A Case Study of HZ Company

Abstract

The objectives of this research were as follows: 1) To investigate the factors influencing employee turnover intention at HZ Company; and 2) To formulate a comprehensive set of strategies and initiatives aimed at addressing challenges related to employee turnover intention within HZ Company. The research employed quantitative analysis and the data were collected from a sample of 300 employees at HZ Company using simple random sampling. Pearson’s correlation and multiple regression analysis were used for data analysis.

            The research findings revealed that: 1) several key factors influenced employee turnover intention at HZ Company. Work demands were identified as a significant contributor, with higher demands correlating positively with turnover propensity. Conversely, workplace justice had minimal impact, while surprisingly, high work engagement showed a positive relationship with turnover intention. Additionally, a positive organizational culture mitigated turnover, while compensation and benefits played a pivotal role, with inadequate offerings leading to higher turnover rates; 2) strategies and initiatives aimed at addressing challenges related to employee turnover intention within HZ Company. Firstly, nurturing a robust employee care system was deemed paramount. This involved organizing regular staff activities, providing psychological counseling, offering career planning guidance, and establishing a transparent feedback mechanism. By enhancing the sense of belonging and satisfaction among employees, such measures significantly reduced turnover rates. Secondly, improving salary and benefits packages was considered crucial. Adjusting salary levels, increasing annual bonuses, and providing ample training opportunities enhanced employee motivation and loyalty, thereby retaining top talent within the organization. Additionally, expanding promotion channels ensured that capable employees were provided with ample growth opportunities, fostering a culture of meritocracy and professional development. Effective communication and feedback mechanisms further reinforced this by addressing employee concerns and grievances promptly, while also conducting thorough analyses of resignation reasons for necessary adjustments.