ANVESHAK-International Journal of Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Innovative Techniques of Motivation for Employee Retention in Aviation Industry


Affiliations
1 Department of Business Management, Integral University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India
     

   Subscribe/Renew Journal


Attrition may be a smoldering downside for the promising business of Aviation, particularly as a result of it fails to tap the complete utilization of the human resources and wastes much of its time, money and resources as a result of this. Productivity may be an important issue for associate degree business or organization. There are many factors answerable for influencing the productivity of a company. Worker attrition is one in all them that are considered to be one in all the difficult problems in business today. The impact of turnover has received attention by senior management staff, human resources professionals and industrial experts etc. It's established to be one in all the foremost expensive and apparently obdurate human resource challenges try many organizations globally.

The objective of this review paper is to find out the best practices, innovative methods and techniques adopted by Aviation Industry to help employee retention through on going implementation of innovative practices that help to retain good talent. The paper provides an outline of the key reasons for employee turnover ratio within the airline industry.


Keywords

Attrition, Aviation, Employee Motivation, Retention.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Allen, D. G., Shore, L. M., Griffeth, R. W. (2003), “The role of perceived organizational support and supportive human resource practices in the turnover process”, Journal of Management, 2003, Vol. 29, No. 1, pp. 99-118.

  • Anon. (2012), Oracle white paper, s.l.: s.n.

  • Bagga, G. (2013), How to Keep the Talent You Have Got. Human Resource Management International Digest, pp. 3-4.

  • Bhatnagar, J. (2007), “Talent management strategy of employee engagement in indian ites employees: key to retention”, Employee Relations, 2007, Vol. 29, No. 6, pp. 640-663.

  • Boal, K. B., Hooijberg, R. (2000), “Strategic leadership research: Moving on”, Leadership Quarterly, 2000, Vol. 11, pp. 515–549.

  • Hughes, C., J. E. R., (2008), “Talent management”, International Journal of Contemporary Hospitality Management, 2008, Vol. 20, No. 7, pp. 743-75.

  • Fang, C.-H., Chang, S.-T., Chen, G.-L. (2009), “Applying structural equation model to study of the relationship model among leadership style, satisfaction, organization commitment and performance in hospital industry”, Journal of Management Development, 2009, Vol. 25, No. 7, pp. 582-593.

  • D.E., G. (2008), Staff Recruitment, Retention Strategies and Performance of Selected public and private organizations in Nigeria. s.l.:Coll.Bus.Soc.Sci., Covenant University, Ota.

  • Deery, M. (2008), “Talent management, work‐life balance and retention strategies”, International Journal of Contemporary Hospitality Management, 2008, Vol. 20, No. 7, pp. 792-806.

  • Devi, R. (2009), “Employee Engagement is a Two‐Way Street”, Human Resource Management International Digest, 2009, Vol. 17, No. 2, pp. 3-4.

  • Eisenberger, R., Peter F. Valerie, D.-L. (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 1990, Vol. 75, No. 1, pp. 51-59.

  • Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: - a regression analysis. International Journal of Business Research and Management, 2012, Vol. 3, No. 2, pp. 6079.

  • Eyster L., Johnson R. W., Toder, E. (2008), Current strategies to employ & retain older workers. Available at: http://www.urban.orguploadedPDF/411 626_0lderworkers.pdf

  • Franckeiss, A. (2010), “Mining the Good from the Goodbyes”, Strategic HR Review, 2010, Vol. 9, No. 5, pp. 24-29.

  • Garg, P, Rastogi, R. (2006), “New model of job design: motivating employees’ performance”. Journal of Management Development, 2006, Vol. 25, No. 6, pp. 572-587.

  • Greenhaus J. H., C. G. A., (1994). Career Management. 2 ed. TX(Fort Worth): Dryden Press.

  • Hackman J. R., Oldham, G. R. (1975). “Development of the job diagnostic survey”, Journal of Applied Psychology, 1975, Vol. 60, No. 2, pp. 159-170.

  • Hassan, M. (2011), “Employee retention as a challenge in leather industry”. Global Journal of Human Social Science, 2011, Vol. 11, pp. 31-39.

  • Horwitz, F. M. Heng, C. T., Quazi, A. Q. (2003), “Finders, keepers? Attracting, motivating and retaining knowledge workers”. Human Resource Management, 2003, Vol. 13, No. 4, pp. 23-44.

  • Karatepe, O. M. (2013), “High-performance work practices, work social support and their effects on job embeddedness and turnover intention”, International Journal of Contemporary Hospitality Management, 2013, Vol. 25, No. 6, pp. 903-921.

  • Lane, K, Esser, J., Holte, B., McCusker, M. A. (2010). “A study of nurse faculty job satisfaction in community colleges in Florida”, Teaching and Learning in Nursing, 2010, Vol. 5, No. 1, pp. 16-26.

  • Lew, L., (2001). “Employee Retention”, Insight, 2001, Vol. 3, No. 4, pp. 54.

  • Lockwood T., W. W. (2008), Developing an Innovative Organization. New York: Allworth Press.

  • Mehta, M., Kurbetti, A., Dhankhar, R. (2014), “Review paper - Study on employee retention and commitment”, International Journal of Advance Research in Computer Science and Management Studies, 2014, Vol. 2, No. 2, pp. 154-164.

  • Mercer, S., (2003), “In perspectives”, Local Economy, 2003, Vol. 18, No. 4, pp. 1.

  • Nader, A. D. B. B. R. L. C. L. R. G.-M. (2004), Instructor’s Manual Managing Human Resources. 4 ed. Upper Saddle River, N.J.: Prentice Hall.

  • North, S. (2011), “Finding New Roles for Existing Staff within Your Organization”, Human Resource Management International Digest, 2011, Vol. 19, No. 5, pp. 3-5.

  • Ofosuhenekwenin, D. (2013), “Relationship between work environment, career development opportunities and employee retention in Vodafone Ghana limited”, Global Journal of Human Resource Management, 2013, Vol. 1, No. 4, pp. 1-9.

  • Cappelli, P. (2000). “A market driven approach to retaining talent”, Harvard Business Review, 2000, Vol. 78, No. 1, pp. 103-111.

  • Parker, W. L. (2001), “Pay and employee commitment: the missing link”, Ivey Business Journal, 2001, Vol. 65, No. 3, pp. 70-79.

  • Piyali Ghosh, Satyawadi, R. (2013), “Who stays with you? Factors predicting employees’ intention to stay”, International Journal of Organizational Analysis, 2013, Vol. 21, No. 3, pp. 288-312.

  • Prince, J. B. (2005). “Career-focused employee transfer processes”, Career Development International, 2005, Vol. 10, No. 4, pp. 293-309.

  • R., D. (2001), “How to boost Staff Retention?”, People Management, 2001, Vol. 7, No. 8, pp. 54-56.

  • Rain, J. S. Lane, I. M. Steiner, D. D. (1991), “A current look at the job satisfaction/life satisfaction relationship: Review and future considerations”, Human Relations, 1991, Vol. 44, No. 3, pp. 287-307.

  • Frances, S. E. T. (2002), “From marginalization to (dis) empowerment: organizing training and employment services for refugees”, Human Relations, 2002, Vol. 55, No. 8, pp. 1019-1043.

  • Wells Meredith, L. T. (2002), “What does your workspace say about you?”, Environment and Behavior, 2002, Vol. 34, No. 3, pp. 300-321.

  • Noah, Y. (2008), “A study of worker participation in management decision making within selected establishments in Lagos”, Nigeria Journal of Social Science, 2008, Vol. 17, No. 1, pp. 31-39.


Abstract Views: 636

PDF Views: 0




  • Innovative Techniques of Motivation for Employee Retention in Aviation Industry

Abstract Views: 636  |  PDF Views: 0

Authors

Neha Nazneen Siddiqui
Department of Business Management, Integral University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India
Gaurav Bisaria
Department of Business Management, Integral University, Kursi Road, Lucknow – 226026, Uttar Pradesh, India

Abstract


Attrition may be a smoldering downside for the promising business of Aviation, particularly as a result of it fails to tap the complete utilization of the human resources and wastes much of its time, money and resources as a result of this. Productivity may be an important issue for associate degree business or organization. There are many factors answerable for influencing the productivity of a company. Worker attrition is one in all them that are considered to be one in all the difficult problems in business today. The impact of turnover has received attention by senior management staff, human resources professionals and industrial experts etc. It's established to be one in all the foremost expensive and apparently obdurate human resource challenges try many organizations globally.

The objective of this review paper is to find out the best practices, innovative methods and techniques adopted by Aviation Industry to help employee retention through on going implementation of innovative practices that help to retain good talent. The paper provides an outline of the key reasons for employee turnover ratio within the airline industry.


Keywords


Attrition, Aviation, Employee Motivation, Retention.

References





DOI: https://doi.org/10.15410/aijm%2F2018%2Fv7i1%2F119882