The Factors Affecting the Retention of Ground Service Employees in an Aviation Services Company
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Abstract
This study aimed to (1) examine the level of factors affecting the retention of ground service employees and (2) analyze the influence of work motivation factors and organizational commitment on employee retention in a ground handling service company in the aviation industry. A quantitative research design was employed. The sample consisted of 140 employees selected through simple random sampling. Data were collected using a five-point Likert scale questionnaire. Descriptive statistics, including mean and standard deviation, and inferential statistics, namely t-test, one-way ANOVA, Pearson’s correlation, and multiple regression analysis, were used for data analysis. The results revealed that, overall, the factors influencing employee retention were at the highest level (x̄ = 4.36, S.D. = 0.27). Among these, job characteristics obtained the highest mean score, followed by growth and development opportunities, and compensation and welfare. Regarding the influence analysis, work motivation factors explained 44.0% of the variance in employee retention (R² = 0.440). The most influential factor was compensation and welfare, followed by coworker relationships, work–life balance, and job security. In contrast, the supervisor relationship had a statistically significant negative influence, while job characteristics and career advancement opportunities were not statistically significant predictors. Organizational commitment accounted for 36.5% of the variance in employee retention (R² = 0.365). The strongest predictor was willingness to exert effort for the organization, followed by the desire to maintain organizational membership. Correlation analysis confirmed that both work motivation and organizational commitment were positively and significantly associated with employee retention. In conclusion, employee retention is driven by an integration of compensation and job security, quality of work life, and psychological attachment to the organization. Affective commitment plays a crucial role in strengthening employees’ intention to remain in the aviation service industry.
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