LEADERSHIP COMPETENCY, WORK–LIFE BALANCE, AND ORGANIZATIONAL COMMITMENT AMONG ENGINEERING EMPLOYEES IN THAI LOW-COST AIRLINES: THE MEDIATING ROLE OF JOB SATISFACTION
DOI:
https://doi.org/10.60101/gbafr.2026.286718Keywords:
Leadership competency, Work-life balance, Job satisfaction, Organization commitmentAbstract
Purpose – The purpose of this research was to examine how leadership competency and work–life balance of engineering employees of Thai low-cost airlines affects organizational commitment, with job satisfaction as a mediating variable.
Methodology – This quantitative research employed a survey method using validated questionnaires to collect data from 400 engineering employees in Thai low-cost airlines using purposive sampling. Data were analyzed using descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics, including Pearson’s product-moment correlation and Partial Least Squares Structural Equation Modeling (PLS-SEM) for hypothesis testing.
Results – The results confirmed that all measurement constructs achieved acceptable reliability and validity levels. Structural equation modeling revealed that leadership competency and work–life balance had significant positive effects on job satisfaction, while work–life balance and job satisfaction positively influenced organizational commitment. Leadership competency showed a significant negative direct effect on organizational commitment but demonstrated a positive indirect effect through job satisfaction, indicating competitive partial mediation. In addition, job satisfaction significantly mediated the relationships between leadership competency, work–life balance, and organizational commitment. These findings suggest that leadership competency may function as both a motivational and pressure-related resource in high-pressure aviation contexts.
Implications – The findings suggest that Thai low-cost airlines should treat job satisfaction as a key driver of organizational commitment among engineering employees. Leadership development should not focus only on technical and performance skills, but also on supportive communication, fairness, and interpersonal understanding. At the same time, work–life balance should be strengthened through better workload management, shift planning, and recovery time. These actions can help airlines improve employee commitment, retain skilled engineers, and support stable operations.
Originality/Value – This research provides evidence from Thai low-cost airline engineers, a high-pressure and safety-critical context. Its main contribution is showing that leadership competency had an unexpected negative direct effect on organizational commitment, while also having a positive indirect effect through job satisfaction. This competitive partial mediation highlights the paradoxical role of leadership competency in aviation engineering work.
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