Factors Affecting Turnover Intention of Aviation Security Guard

Abstract

Within the worldwide civil aviation industry, aviation security guards are the key element to assure safety since all the security screening technologies and security preventive measures rely on human to operate. However, this industry is encountering retention issues of security guards. As a result, it is imperative to understand the reasons and drive of the significant turnover of security guards.

This study examined the relationships among career adaptability, perceived organizational support, affective commitment, promotability, and career satisfaction, and their impacts on turnover intention of security guards in civil aviation security industry in Macau. The quantitative research data was collected from 431 security guards. The qualitative research data was collected from 13 security guards through exit interviews. This study found that career adaptability was significantly and positively related to affective commitment, promotability and career satisfaction, while apparent perceived organizational support was significantly and positively related to affective commitment. This study also found that career adaptability, perceived organizational support, affective commitment, promotability and career satisfaction were significantly and negatively related to turnover intention. Moreover, affective commitment mediated the relationship of career adaptability and perceived organizational support with turnover intention, while promotability and career satisfaction also mediated the effect between career adaptability and turnover intention.

By determining the impacts of career adaptability, perceived organizational support, affective commitment, promotability and career satisfaction on turnover intention, the findings contribute to the literature and provide a deeper understanding on turnover intention in civil aviation security industry. Practical implications for the industry on how to retain employees and talent were also provided.