The relationship between perceived organisational support, job satisfaction and turnover intention in the aviation industry of South Africa

Abstract

This research focused on the relationship between perceived organisational support, job satisfaction, and turnover intention. The objectives of the study were threefold. The first was to examine the relationship between perceived organisational support (as measured by the Survey of the Perceived Organisational Support), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale). The second was to determine whether perceived organisational support and job satisfaction predict turnover intention. Lastly, to determine whether age, gender, employment level, education, and tenure groups differ regarding their perceived organisational support, job satisfaction and turnover intention. An online survey was administered to a non-probability convenience sample (N = 130) of full-time employees at the managerial and support levels of the South African aviation industry. The sample consisted of males (60.8%) and females (39.2%) between the ages of 30 (86%) and 60 years (13.8%). The Survey for perceived organisational support (SPOS), Minnesota Satisfaction Questionnaire (MSQ) and Turnover Intention Scale (TIS) were used to gather data. Correlational analysis showed an association between perceived organisational support, job satisfaction and turnover intention. Multiple regression analyses supported that perceived organisational support and job satisfaction predict turnover intention. Recommendations were suggested for practice by human resource practitioners to develop employee retention strategies in the South African aviation industry.