| Abstract: | Employee turnover intentions is planning and thinking of employees to leave their organization or job due to different reasons. The general purpose of this research is to assess the employee turnover intention and determine the factors that influence employee turnover intention at Ethiopian Airlines Terminal department. The study employed descriptive and explanatory research design. Qualitative and quantitative research approaches were used. The populations of the study were Ethiopian Airlines employees serving at the terminal unit which count for 627. And the sample size for this specific study was 86 employees. Probability sampling design and simple random sampling techniques were used. Qualitative and quantitative research approaches were used. Descriptive and correlational designs were used to test the relationship among the study variables. Regression analysis was used to predict work related factors (organizational commitment, job satisfaction, motivation and compensation and benefits) on employee turnover intention. Primary data was obtained from the questionnaire and interview session. The findings show that, job satisfaction, motivation and compensation and benefits have positive relationship with turnover intention and organizational commitment has negative relationship with turnover intention. In addition to that, from the regression analysis compensation and benefits predict turnover intention more than other variables. The major work related factors for employee turnover intentions are low salary, work overload or unbalanced, unfair treatment, the reward and appraisal system is not good, less employee benefit package, the rules and regulations, rare recognitions, career development is not flexible and unattractive working environment. It is recommended that the Airline has to give much attention for, career development issues, the rules and regulations and for employee compensation and benefit. |
