Determinants Of Employee Turnover Intentions In Atypical Employment:The FIFO Mining Industry In Western Australia

Document Type

Journal Article


National Institute of Labour Studies


Faculty of Business and Law


School of Business




This article was originally published as: Brown, A. R., Susomrith, P. , Sitlington, H. B., & Scott, G. B. (2014). Determinants of employee turnover intentions in atypical employment:The FIFO mining industry in Western Australia. Australian Bulletin of Labour, 40(2), 116-137. Original article available here


In the Western Australian mining sector, a significant portion of the workforce (at least 50 per cent) is employed in fly-in fly-out (FIFO) arrangements. This involves flying to isolated mining sites and working consecutive days usually for 11 or 12 hour shifts and returning home after a period of time (days or weeks). Such employment presents unique stresses on employees and at the same time offers significant opportunities such as high pay levels. During a decade of substantial growth in the industry, high levels of employee turnover have been experienced. This article examines the individual and organisational factors which contribute to this turnover. A questionnaire was used to measure employee views about their job and company, along with their intentions to stay or quit their job. This was administered in an iron-ore company with FIFO work arrangements. Findings show both organisational factors (rosters, supervisors, managers, and company culture) and personal factors (career goals and family circumstances) can influence turnover intentions.