Employee churn occurs when an employee leaves voluntarily from a company. It’s essential to measure this indicator due to the financial costs a com- pany deals with, especially in the commercial aviation sector. “Turnover inten- tion” is the best antecedent to actual turnover. Job satisfaction encompasses many dimensions and is the best antecedent to actual turnover. There are few studies about employee churn in the commercial aviation sector, and no study has yet been conducted to correlate employee satisfaction with turnover intentions in the commercial aviation sector in Portugal. The methodology of this study is per- forming a literature review on the factors commonly associated with employee churn and a review of the principal concepts involved. The evaluation result re- trieved the most common factors associated with employee churn. “Pay satisfac- tion” (PS), “safety satisfaction” (SS), “work/ family satisfaction” (WFS), “career satisfaction” (CS), “leadership satisfaction” (LS) and, finally, Job Performance (JB), were validated to test the hypotheses about which factors are more associ- ated with employee churn and the relative contribution of the variables for the dependent variable “turnover intentions”. Multiple Linear Regression was used to study a sample of 370 valid responses from people working in the commercial aviation sector in Portugal. As for the effect of satisfaction on turnover intentions, the dimensions of CS SS, LS, and PS, have a negative and significant effect on turnover intentions. Other conclusions were drawn. Namely, relationships be- tween demographic variables and the main variables were presented.

Citation: Brito, A. P., Sousa, M. J. & Moreira, A. (2025). Employee Churn Prediction in Commercial Airlines in Portugal. In M. J. Sousa (Ed.), Human Resources Development in a Digital Age (8, pp. 201-230). Springer;

HR Analytics,AI,Predictive model,Airlines,Quantitative study