Exploring turnover factors for military pilots : a thesis presented in partial fulfilment of the requirement of the Master of Science in Psychology at Massey University, New Zealand
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2022
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Massey University
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The purpose of this study was to explore the push and pull factors that affect a military pilot's decision to leave the Royal New Zealand Air Force (RNZAF). Turnover in the military is costly. When service members leave, they must be replaced with suitably trained personnel from within the organisation. Therefore, when a pilot leaves the RNZAF, not only does the RNZAF lose valuable experience, but it is also expensive to retrain pilots to replace them. This qualitative research was conducted using data from six semi-structured interviews with ex-RNZAF pilots. Interpretive phenomenological analysis was used to analyse the transcripts. Analysis revealed that participants valued both their military and pilot identities but could not maintain both. Where there were perceived challenges to remaining in the organisation, such as contract and job uncertainty, workplace culture, workload, stress, family, and lifestyle, participants had left the RNZAF to maintain their pilot identity by seeking flying roles elsewhere. Psychological contract theory explained how mismatched expectations influenced the turnover decision. A lack of job security, career management, leadership, support, and clear role expectations could lead to turnover through perceived breaches of the psychological contract. Job embeddedness theory explained how off-the-job factors such as family members’ unwillingness to relocate, and seeing peers leave for the airlines, affected turnover. This theory explained how participants had to balance what they would sacrifice by remaining in the organisation (e.g., opportunities to keep flying) and what they would sacrifice by leaving the organisation (e.g., meaningful work, community). Work-life balance was also an important aspect that influenced the participants' decision to leave. Participants wanted more time at home to spend with their families. In conclusion, this research found a complex interplay between factors that influenced the turnover decision. To help increase retention, conversations surrounding careers, expectations and future plans should be initiated proactively, before personnel are likely to begin seeking job alternatives.