The Relationship between Work-life Quality and Employee Engagement of Ground Operation Airline Staff: A Case Study of Lion Airline Company in Thailand
Article Sidebar
Published:
Apr 11, 2020
Keywords:
Quality of Work Life, Employee Engagement, Intention to Work, Ground Staff, Airlines
Main Article Content
Abstract
The objective of this research was to study the relationship work-life quality of ground operation airline staff and employee engagement are related: a case study of Lion Airline Company in Thailand. The quantitative approach and self-administered questionnaire was employed for data collecting process. A multiple regression analysis with stepwise method was performed to analysis data, and a total of 400 samples were obtained from ground staff at the airport around Thailand. It was found that there are five components of work-life quality related to organizational commitment, including: (1) safe working conditions and healthy (2) career growth (3) compensation is adequate and fair (4) opportunity to develop and use a person's ability, and (5) work life balance.
The study provides both theoretical and managerial contributions, for instance the findings suggested that organization should focus on strengthening the happiness of staff at the work place because it influence staff committed and intention to work
Article Details
How to Cite
Islam, R. ., & Namwong, S. . . (2020). The Relationship between Work-life Quality and Employee Engagement of Ground Operation Airline Staff: A Case Study of Lion Airline Company in Thailand . Dusit Thani College Journal, 13(2), 265–282. Retrieved from https://so01.tci-thaijo.org/index.php/journaldtc/article/view/241071
Section
Research Article
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(in Thai)
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20. Mowday,R. (1998). Reflections on the study and relevance of organizational commitment. Human. Human Resource Management Review, 8(4), 387-401.
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Received Fringe Benefit of Staff of Thai Airways International (Public Company Ltd.): A Case Study of Human Resources and General Management Department. Master of Arts (Social Development). National Institute of Development Administration. (in Thai)
2. Tobarameegul, N. Factors of the Quality of Working Life Effecting Organization Commitment of Thanachat Bank employee Central Office 3. Master of education Program in Development Education. Silpakorn University. (in Thai)
3. Suntiwongs, T. Organization behaviour. 2th ed. Bangkok: Thai Wattana Panich Press.
(in Thai)
4. Treeprasitchai, T. (2557). Factors Affecting Employee Retention of Five-star Hotels in Bangkok. M.A. (Hospitality and Tourism Industry Management), Graduate School, Bangkok University. (in Thai)
5. Limyothin, P. (2555). Structural Equation Model of Factors Influencing the Hotel Staff in Thailand's Intention to Quit. Doctor of Philosophy in Management. Prince of
Songkla University. (in Thai)
6. Pansumnieng, P. (2555). A study of quality of work life and perception of organizational justice affecting organizational citizenship behavior through employees' engagement of support staff: a case study of faculty of medicine one of Bangkok. Master of Arts Program of Public and Private Management. Graduate School. Silpakorn University. (in Thai)
7. Phongpairoje, W. (2558). A Study of the Relationship between Quality of Work Life and Organization commitment: A Case Study of among Professional Nurse Out-Patients Department in A University Hospital. Master of Arts Program of Public and Private Management. Graduate School. Silpakorn University. (in Thai)
8. Kasemsil, S. (2519).Administration. Bangkok: Thai WattanaPanich Press. (in Thai)
9. Morarit, S. (2557).Quality of Work Life and Organization Commitment of Health Personnel Regional Health Promoting Center 10 Chiang Mai. Lanna public health journal (January-April) : 34-37. (in Thai)
10. Naweekarn, S. (2546.). Management and organizational behavior. . Bangkok: Bhannakij 1991 Press. (in Thai)
11. Becker, H. (1960). Notes on the Concept of Commitment. / American Journal Sociology 66, 1(July) : 32-42.
12. Bluestone, I. (1997). Organization Citizenship Behaviour Among Hospital Employees. A Multidimensional Analysis Involving Job Satisfaction and Organization Commitment. / Hospital and Health Service Administration 42 (summer): 221-262.
13. Cronbach, Lee. J. (1990). Essentials of Psychology Testing. 5th ed. New York: Harper Collins Publishers Inc.
14. Herzberg, F. (1968). One more time: how do you motivate employees. Harvard Business Review, January–February :109–20
15. Huse, E.F. and Thomas G. Cummings. (1985). Organization development and change.
(3rd ed.). Minnesota: West Publishing.
16. Joren,s. (2015). Feasibility Analysis of a Low-Cost Strategy for Long Distance Flight. Book on Demand GmbH, Norderstedt Germany.Pp:27.
17. Lawler, E.E., III. (1971). Pay and organizational effectiveness: a psychological view. New York: McGrawHill.
18. Maslow, A. H. (1943). A theory of human Motivation. Psychological Review, 50, 370-396.
19. Mayo, E. (1949) The Social Problems of Industrial Civilization: Routledge and Kegan Paul.
20. Mowday,R. (1998). Reflections on the study and relevance of organizational commitment. Human. Human Resource Management Review, 8(4), 387-401.
21. Steers, R. M. (1977). Antecedents and outcomes of organizational commitment/ Administrative Science Quarterly 22: 46-56.
22. Walton, Richard E. (1974). Improving the Quality of Working Life. Harvard Business Review 52 (May-June): 12.