Guideline for Flight Attendant Retention of Low-Cost Airlines in Thailand

Abstract

The objectives of this research were 1) to study the problems and causes for the resignation of low-cost airline flight attendants in Thailand and 2) to develop guidelines for retaining low-cost airline flight attendants in Thailand. Data were collected by semi-structured interviews with key informants, including 15 former flight attendants and 3 managers responsible for human resource planning. Subsequently, the collected data will be analyzed and processed to fulfill the objectives of the study.

The research findings indicate that the problems and reasons for the resignation of
low-cost airline flight attendants in Thailand can be divided into 3 aspects 1) stability and Career Advancement: Concerns related to job stability and opportunities for career progression.
2) compensation Policy and Welfare: Issues regarding compensation policies and employee benefits. 3) work Environment: Challenges associated with the working environment. Therefore, to develop strategies for retaining flight attendants, airline management should establish management policies that consider the needs of flight attendants to promote effective management. This could involve adjusting employment contracts to enhance the possibility of retention. Providing opportunities for internal mobility that are suitable for employees. Additionally, adjusting compensation and benefits to align with current labor market conditions is crucial. Moreover, enhancing the internal work environment by improving communication channels within the organization to make them more efficient is essential. These measures can be presented to senior airline executives for incorporation into the development of strategies for retaining flight attendants.