Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Matthew Knight
Abstract
Flight attendant voluntary turnover can lead to staffing shortages that can cause severe disruptions to flight schedules, damage the airlines’ reputations, and negatively affect revenues, which are significant challenges for airline leaders. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore strategies airline leaders use to reduce flight attendant voluntary turnover. Data were collected from four leaders from four U.S. airlines in the southwestern United States using semistructured interviews and reviews of organizational documents. Five themes emerged from thematic analysis: improving compensation and benefits packages, implementing rewards and recognition programs, increasing supervisory support, expanding advancement and growth opportunities, and enhancing job embeddedness. A key recommendation is for airline leaders to inspire flight attendants’ passion for flying through ongoing training and development programs. The implications for social change include the potential to help airline leaders reduce flight attendant voluntary turnover, which could increase airline revenues and customer satisfaction, leading to more flight attendant job opportunities and increased tax revenues that regional and local governments can use to improve transportation infrastructure.
Recommended Citation
Tobar, Jorge, "Strategies to Reduce Flight Attendant Voluntary Turnover" (2022). Walden Dissertations and Doctoral Studies. 13841.
https://scholarworks.waldenu.edu/dissertations/13841
