a study on job anxiety, turnover intention and job satisfaction … · 2018-09-29 · a study on...

A Study on Job Anxiety, TurnoverIntention and Job Satisfaction of

Aviation Security Search Employees

Jeong-Il Choi1 and Ye-Jin Jang2

1Division of Business,Sungkyul University,

Anyang, Gyeonggi-do, [email protected]

2Department of Security Affiliation,Kookje University, Pyeongtaek,

Gyeonggi-do, [email protected]

Abstract

Background/Objectives: The purpose of this studyis to analyze the effect of job insecurity on job turnover andjob satisfaction. Research model and research hypotheseswere set up, and surveys were conducted for the personnelin charge of security work at the airport.

Methods/Statistical Analysis: In order to analyzethe effect of job security anxiety on turnover intention andjob satisfaction, this study was conducted to survey em-ployees who are in charge of security search at airport. Thestudy period was from November 6, 2017 to November 17,2017 for about 2 weeks. In the questionnaire, the variableswere divided into three categories: “First, job anxiety, Sec-ond, turnover intention, Third, job satisfaction”.

Findings: Prior to this study, previous studies have ex-amined the employment insecurity, turnover intention andjob satisfaction of aviation security search workers. Re-search hypotheses have examined the effects of employment

International Journal of Pure and Applied MathematicsVolume 120 No. 6 2018, 5703-5717ISSN: 1314-3395 (on-line version)url: http://www.acadpubl.eu/hub/Special Issue http://www.acadpubl.eu/hub/

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insecurity on job turnover and job satisfaction. Analysis re-sults showed that employment insecurity affects turnover in-tention and turnover intention affects job satisfaction. How-ever, employment anxiety did not directly affect job satis-faction, so it was explained that employment stability wasnot linked to job satisfaction. Therefore, it is analyzed thatmore attention should be paid to the turnover intentionbefore the employment anxiety is resolved. In conclusion,in order to improve the job satisfaction of aviation secu-rity searchers, efforts should be made to reduce the factorsshown in the turnover intention.

Improvements/Applications: In addition, there shouldbe a lot of interest in pay increase opportunity, promotionpossibility and employment stability, which are caused byemployment insecurity.

Key Words : Aviation Security Search, Security Per-sonnel, Job Insecurity, Turnover Intention, Job Satisfaction.

1 Introduction

Aircraft security personnel are checking the following security mea-sures against aircraft accidents : In response to emergencies such asterrorism, Knowing the first-aid measures in case of an emergency,In-flight security check, Knowing Cockpit Access Security Guide-lines, Knowing how to manage and use in-flight security equipment,Report on unidentified and suspicious items. In addition, the fol-lowing points are observed for the security search of terror suspects.Passenger Body : Explosive Detectors, Carry-on Baggage : 100%unsealed, only allowed to board when all searches are completed. Inorder to strengthen intra-flight security before/during flight, iden-tification of passengers in the cockpit, patrolling every 30 minutesduring flight, periodic inspection of security areas such as restroom,perform pre-flight security search before and after the flight. Thepurpose of this study is to analyze the effect of job insecurity on jobturnover and job satisfaction. For this purpose, we investigate theeffect of job anxiety on turnover intention and turnover intentionon job satisfaction. For this study, research model and research hy-potheses were set up, and surveys were conducted for the personnel

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in charge of security work at the airport.

2 Precedent Research

We have searched for a precedent study about Employment Inse-curity, Turnover Intention and Job Satisfaction.

2.1 Employment Insecurity

Park (2011) analyzed that job insecurity of airlines employees hada negative(-) effect on corporate performance and organizationalfriendliness of employees[1]. Kim, Choi, Park (2012) investigatedthat the employment anxiety of railway workers negatively affectsorganizational behavior and job performance[2]. Ryoo etc. 2 (2016)argue that job insecurity among youth soccer leaders has a signif-icant effect on job stress[3]. Kang (2011) analyzed as follows. Thefactors of job anxiety were found to have a significant effect onthe level of education, education and training, monthly averagewage, unfair experience in workplace and job demands[4]. Jung(2001) analyzed that job anxiety had a negative(-) effect on trustand empowerment, and job anxiety had a positive(+) effect on or-ganizational behavior[5]. Nam & Choi (2005) suggested that jobinsecurity increases as the probability of unemployment increasesin Korea[6].

2.2 Turnover Intention

Bang & Oh (2005) analyzed that family organizational culturehas a significant effect on organizational commitment, job satis-faction and turnover intention[7]. Suh & Suh (2002) investigatedthat the turnover intention of kindergarten teachers had the great-est effect on organizational commitment, burnout and job satisfac-tion. As a result, it suggested that the quality of early childhoodeducation should be improved by lowering the turnover intentionof kindergarten teachers, improving job stability[8]. Lee & Lee(2006) showed that the job stress of police officers had a signifi-cant negative(-) impact on job satisfaction and organizational com-mitment, and that had a positive(+) effect on turnover intention.Job Satisfaction and Organizational Commitment have significant


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negative(-) effect on turnover intention. Therefore, efforts to im-prove job satisfaction and organizational commitment are neededto minimize police officers’ turnover intention[9]. Hwang & Yoon(2012) analyzed that emotional labor causes mental and physicalexhaustion of airline crews and affects turnover intention[10]. Cho& Koo (2010) analyzed that the role conflict and role ambiguityof airline employees had a positive effect on turnover intention[11].Ha & Kim (2010) analyzed that the role stress of hotel employ-ees decreased job satisfaction and organizational commitment, andincreased turnover intention[12]. Park etc. 2 (2015) found that or-ganizational fairness had a significant negative(-) effect on turnoverintention[13].

2.3 Job Satisfaction

Kang & Cho (2010) investigated that job satisfaction of social wel-fare workers is determined by factors such as organizational form,job type, and working environment. And job satisfaction is influ-enced by responsibility and authority, job environment, job clarity,professional development and organizational management[14]. Koetc. 2 (2013) investigated the relationship between airline crew jobsatisfaction and job performance as follows. When employee usedeep face, they will show low emotional exhaustion and then leadto higher job satisfaction; when employees use surface acting, theywill show high emotional exhaustion and then lead to lower jobsatisfaction[15]. Lee etc. 2 (2012) showed that emotional exhaus-tion and lack of personal accomplishment of casino employees had asignificant effect on job satisfaction, and job satisfaction had a pos-itive effect on organizational commitment[16]. Shin etc. 2 (2015) issuggested that the effect of the superiority of the supervisor on jobsatisfaction as follows : Organizational silence leads job satisfactionnegatively(-) and organizational silence had significant negative(-)influence on career commitment[17]. Cho & Koh (2010) insistedthat job satisfaction of the airline crew has a negative(-) effect onjob satisfaction, and job satisfaction has a positive(+) effect on or-ganizational commitment. In order to prevent the departure of thecrew, they proposed a solution to eliminate job related stress[18].Kim (2013) analyzed that all factors of job satisfaction affect theturnover intention of the hotel enterprise[19].


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3 Data Collection and Research Hypoth-

esis

3.1 Data Collection

In order to analyze the effect of job security anxiety on turnoverintention and job satisfaction, this study was conducted to surveyemployees who are in charge of security search at airport. Thestudy period was from November 6, 2017 to November 17, 2017 forabout 2 weeks. In the questionnaire, the variables were divided intothree categories: “First, job anxiety, Second, turnover intention,Third, job satisfaction”. The questionnaire survey was conductedon a 5 point Likert scale for each factors, and we investigated atthe importance, validity, reliability and relevance analysis. We usedSPSS WIN 18.0 to investigate the reliability & validity analysis andexploratory factor using the questionnaire.

3.2 Research Model

The research model in this study is [Figure 1]

Figure 1: Research Model


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3.3 Research Hypothesis

3.3.1 Employment Insecurity and Turnover Intentions

Cheon & Lee (2012) analyzed that job anxiety had a negative(-) ef-fect on turnover intention, while job anxiety of travel agency work-ers had a positive(+) effect on turnover intention[20]. Kang etc. 2(2016) analyzed that the job anxiety of the sports instructor hada positive(+) influence on the turnover intention, but the turnoverintention had no significant effect on the job insecurity[21]. Lee(2012) argued that job security, organizational commitment andturnover intention were higher when private security guards per-ceived higher levels of job insecurity[22]. Lee (2009) analyzed thatjob insecurity has a positive(+) relationship with turnover intentionand negative(-) relationship with job satisfaction. Job satisfactionwas found to have mediating effects between job insecurity and or-ganizational commitment[23]. Yook & Lee (2002) analyzed thatthe role ambiguity of casino employees affects job satisfaction, jobinsecurity and turnover intention[24].

Hypothesis 1: The more job insecurity, the higher theturnover intention.

3.3.2 Turnover Intention and Job Satisfaction

Lee (2010) investigated that job satisfaction and organizationalcommitment of airlines worker have a negative(-) effect on turnoverintention[25]. Yook & Cho (2001) found that the fair distributionand perception of casino workers had a positive(+) effect on jobsatisfaction and that job satisfaction had a negative(-) effect onturnover intention[26]. Han & Cho (2014) were selected that wage,stability, job description, work environment, working hours, com-munication and human relations were selected as job satisfactionfactors influencing turnover intention. In the effect of job character-istics of airline crew on job satisfaction and turnover intention[27].They analyzed that the higher the level of feedback, the more pos-itive impact was on the intrinsic value and external value of jobsatisfaction. And that the higher the level of task importance, themore positive the implicit value of job satisfaction[28]. Han etc.2 (2014) analyzed that job satisfaction of hotel employees had asignificant negative(-) impact on turnover intention[29].


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Hypothesis 2: The higher the turnover intention, thelower the job satisfaction.

3.3.3 Employment Insecurity and Turnover Intentions

Jung & Jung (2013) suggested that job anxiety reduces job satisfac-tion for both regular and irregular workers. They found that whenjob satisfaction was low, both regular and irregular workers hadsignificantly higher turnover intentions[30]. Park (2009) suggestedthat job stress of private security guards influences job satisfactionand turnover intention, and job satisfaction affects turnover inten-tion. He analyzed that the customer satisfaction index did not showsufficient predictive validity as an operational variable of customersatisfaction. Therefore, it is suggested that development of oper-ational variables that can accurately reflect customer satisfactionis required[31]. Park & Lee(2004) confirmed that job insecurityhad a negative effect on perceived attitude toward the company.However, contrary to expectations, the relationship between jobinsecurity and job performance was rather positive[32].

Hypothesis 3: The higher job insecurity, the lower jobsatisfaction.

3.3.4 Operational Definition of Variables

Operational definition of each variable is shown in the <table 1>.


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4 Empirical Analysis

The purpose of this study is to analyze the effects of job insecurityon turnover intention and job satisfaction of aviation security searchworkers. Prior to the verification of major hypotheses, operationaldefinitions and measurement items were derived through previousstudies and the reliability and validity of the measurement toolswere analyzed. Reliability analysis is the process of determininghow well the characteristics of the sample are being made. This isan internal consistency check process in which respondents clearlyunderstand the contents of the questionnaire and make sure thatthey are responding consistently[33].

In this study, Chronbach’s Alpha coefficient, which is a reliabil-ity test method used in social science research, is used as a methodto confirm the internal consistency. In the preliminary study ofNunnally (1978), it is believed that a coefficient of 0.6 or more isreliable, and in the actual study, it is said that reliability is 0.7or more[34]. In <Table 2> Chronbach’s Alpha coefficient is 0.7 orhigher, therefore, the measurement tools used in this study haveinternal consistency.

In order to verify the validity of the measured variables, ex-ploratory factor analysis was performed using Varimax rotation forprincipal component analysis. As can be seen in <Table 2, 3>,the factor loadings of the study were all above 0.4 as the standardvalue, and it was judged that the same variables were tied together.In <Table 4>, the average variance extracted value and the Con-struct Reliability value of the measurement items are 0.5 and 0.7 ormore, respectively, and it can be said that the intensified validityof the variables used in this study is largely secured.

For the discriminant validity analysis, the correlation betweenthe variables was analyzed and the AVE square root value of eachvariable was compared with the correlation coefficient. As shown in<Table 3>, the AVE square root of the variables is larger than theother correlation coefficients. Thus, it was judged that the validityof discrimination between variables was secured.


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The purpose of this study is to verify empirically the effects ofjob insecurity on turnover intentions and job satisfaction. In or-der to verify the proposed research model, we use the structuralequation model using AMOS 18.0. Prior to the hypothesis test-ing, the appropriateness of the research model was verified throughMAximum likelihood estimation. The results of the analysis wereX2 =40.299 (df=32, p=0.01), CMIN/DF=1.259, CFI=0.968, TLI=0.955(<0.9), GFI=0.923(<0.9), RMR=0.062(<0.5), RMSEA=0.051(<0.7).

Since this is above the recommended standard of fitness, this re-search model was deemed appropriate and hypothesis testing wasconducted. <Table 4> shows the results of analysis of the causalrelationship between job insecurity, turnover intention and job sat-isfaction through structural equation. In addition, the analysis re-sults of this hypothesis model express in [Figure 2].


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Figure 2: Research Model Analysis Result

5 Conclusion

Prior to this study, previous studies have examined the employ-ment insecurity, turnover intention and job satisfaction of aviationsecurity search workers. Research hypotheses have examined the ef-fects of employment insecurity on job turnover and job satisfaction.Analysis results showed that employment insecurity affects turnoverintention and turnover intention affects job satisfaction. However,employment insecurity did not directly affect job satisfaction, soit was explained that employment insecurity was not linked to jobsatisfaction. Therefore, it is analyzed that more attention shouldbe paid to the turnover intention before the employment insecu-rity is resolved. Based on the research result, the following pointsshould be solved in order to solve the employment insecurity. First,opportunities for pay increases are diminishing. Second, opportu-nities for promotion are decreasing. Third, not satisfied with theemployment stability of our company.

To reduce turnover intention, the following should be removed.First, I want to work for another company. Second, if I move myjob, I think I can work in a better environment. Third, it is un-likely to remain as a member of the current workplace. To improvejob satisfaction in the company, you should pay attention to thefollowing points. First, I want to feel pleasure and happiness in my


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current job. Second, I want to demonstrate my ability through mycurrent job. Third, I think the current job is worth experiencing.Fourth, most of my concerns are about jobs. In conclusion, in orderto improve the job satisfaction of aviation security searchers, effortsshould be made to reduce the factors shown in the turnover inten-tion. In addition, there should be a lot of interest in pay increaseopportunity, promotion possibility and employment stability, whichare caused by employment insecurity.

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a study on job anxiety, turnover intention and job satisfaction … · 2018-09-29 · a study on...

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