Shibeshi, Ayalew (Associate Professor)Gemechu, Ayele2019-01-012023-11-102019-01-012023-11-102010-07http://etd.aau.edu.et/handle/12345678/15428This research is a comprehensive evaluation and analysis of the factors that contribute to staffs turnover in Ethiopian airlines and seeks to uncover best practices for preventing the loss of key talent, specifically it aims to analyze staffs turnover in the departments of maintenance and engineering, marketing, finance, purchasing and flight catering departments. High potential professionals are unlike any other subset of the workforce. These high pelformers crave challenge and responsibility; they feel most fulfilled when being pushed to their limits. Along with the demanding nature of life at other airlines, employees expect a better work/life balance and extensive career development opportunities. Effective two-way communication must be in place at firms to uncover employees' expectations and to create a motivational environment to achieve the shared goals for success. High labor turnover has become a problem for many companies, well experienced and qualified professionals leave position they held in offices. Ethiopia is one of the victims of this high labor turnover. Currently Ethiopian is faCing a frequent turnover of staff, and this turnover is costing the company in terms of productivity, money and times. To researcher used descriptive survey research method with the assumption that it could help to identifY the causes of turnover. One important use of descriptive statistics is to summarize a collection of data in a clear and understandable way and also it used to present quantitative descriptions in a manageable form. Thus, this approach enabled the researcher to examine the prevailing constrains that need to be alleviated To study this turnover in the company the researcher has used both primary and secondary data. With regard to primary data, first hand data have been collected through questionnaires filled by twenty terminated, two hundred seventy one existing nonmanagement staffs and sixty nine management staffs selected based on random sampling, purposive sampling and availability sampling; and secondary data were collected from relevant literatures, various available documents which constitute guidelines regulations and directives of the company were reviewed to acquire the background information about the issue under the study. Relevant data were collected from the organization 's five years strategy document, moreover, different literatures about staff turnover, staffs retention mechanisms, and other human resource management books, websites (internet) and other available sources were ref erred and cited in the research to assess the impact of staff turnover in Ethiopian and to provide possible recommendations. The findings of the study also revealed that the causes of staff turnover are a combination of factors: poor leadership in the departments where the research is made, dissatisfaction with the job and the work environment, better job opportunity in other airlines and organizations, educational opportunity, inadequate salary levels, poor morale and low level of motivation within the workforce; a buoyant local labor market offering more attractive opportunities to employees and mismatch between employee's personal values, career, goals and plans with the larger company culture. Based on the research summary, conclusion and recommendations were provided to come up with problem of turnover in the companyenEthiopian Airlines: A Government UndertakingThesis