A Comparative Study of Jet Airways and Indigo Airline Employee's Motivation in Context With “Hygiene Factor”

A Comparative Study of Jet Airways and Indigo Airline Employee's Motivation in Context With “Hygiene Factor”

Neha Nazneen Siddiqui, Gaurav Bisaria
Copyright: © 2021 |Pages: 20
DOI: 10.4018/IJABIM.20210701.oa5
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Abstract

In this paper, effective human resource management practices and their impact on airline ground staff have been studied. The aviation industry's attrition rates have multiplied in the most recent years in the entry and mid-administration level. It is occurring because of the view of being poor paymasters, delay in pay rates, work uncertainties, and little concern for worker welfare factors; for example, attractive and distinct pay packages with incentives and working conditions appear to be progressively moderate and controlled in regions of aviation. It is needed to know what aspects have changed over time to bridge the employee's expectations. In this paper, different factors of motivation have been analyzed. It has been attempted to discover the innovative techniques of motivation to retain the talent and offer some suggestions to lower the attrition rates of the ground staff of airlines at Lucknow Airport.
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Introduction

Attrition can be a smoldering downfall for the airline sector, particularly due to failing to tap the full use of human capital and losing much of its resources and money. Productivity for relative organisation or association may be an essential issue (Siddiqui & Bisaria, 2018). There are many factors answerable for influencing the productivity of a company (Siddiqui & Bisaria, 2019). Employee attrition is one of all those considered today to be one of all the toughest market challenges. Top management personnel, human resources specialists, and business analysts, etc., have paid heed to the effects of attrition. Numerous companies worldwide have identified this to be one of the foremost costly and seemingly obdurate human resource problems (“Employee retention,” 2017; Siddiqui & Bisaria, 2019).

Conceptual Framework

Herzberg's Two-Factor Theory

Psychologist Frederick Herzberg developed the Two-Factor Theory of motivation (otherwise known as a dual-factor theory or motivation-hygiene theory) in the 1950s. Frederick Herzberg developed the model in 1959. He did this by interviewing over 200 professionals. The interviews delved into when the interviewees were at their most and least happy with their jobs. Herzberg's Motivation Theory model goes by several different names, including Two-Factor Theory, Herzberg's Motivation-Hygiene Theory, and Duel Structure Theory (Herzberg, 1959). These factors are:

  • •

    Motivators: Those who can encourage employees to work harder. The presence of motivators causes employees to work harder. They are found within the actual job itself.

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    Hygiene Factors: These will not encourage employees to work harder. However, they will cause them to become unmotivated if they are not present. The absence of hygiene factors will cause employees to work less hard. Hygiene factors are not present in the actual job itself but surround the job.

Figure 1.

Herzberg's Motivation-Hygiene Theory

IJABIM.20210701.oa5.f01
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Objective Of The Study

A comparative study of Jet and Indigo airline employees in context with Hertzberg two factor theory, i.e., “HYGIENE” (Two-factor theory by Herzberg) factors:

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