Activity Model of Career Advancement for Supporting Organization Engagement of Flight Attendants in Airline Business
Article Sidebar
Published:
Aug 29, 2020
Keywords:
Career Advancement, Organization Engagement, Flight Attendants, Airline Business
Main Article Content
Abstract
The purposes of this research are 1) to study the relationship between career advancement of flight attendants in airline business and the organization engagement. 2) to study the activities of the flight attendant for promoting career progression influencing on the organization engagement and 3) to present activity model of career advancement for supporting organization engagement of flight attendants in airline business by using quantitative research through the questionnaire. The population of this research included full-service airline flight attendants in Thailand such as Thai Airways flight attendants and Bangkok Airways flight attendants. The sample size in this research was 138 by G*Power. The sample size was 125 flight attendants of Thai Airways Public Company Limited and 13 flight attendants of Bangkok Airways Public Company Limited. The study indicated that most of the samples were male (57.2%), were born in 1980 - 1997 (Generation Y) (71.0%), had the highest education of bachelor degree (61.6%), worked as flight attendant (96.4%), worked at Thai Airways International Public Company Limited (90.6%) and working time duration of 10 - 15 years (79.7%). The study was found that majority of the respondents had opinions on promoting activities of career advancement at the high level. Considering each aspect, it was found that the highest mean was higher salary adjustment appraisal. The second was Career planning and counseling, Support for learning, Job evaluation for higher position and support for having opportunity to use the ability respectively. For overall opinions about organization engagement was at high level. Considering each aspect, it was found that the highest mean was Intention to low resignation from organization. The second was Increasing job satisfaction, Increasing organization performance, Organizational citizenship behavior and Low staff's absence rate respectively.
Article Details
How to Cite
Manomaikul, P. . ., & Suveatwatanakul, C. . . (2020). Activity Model of Career Advancement for Supporting Organization Engagement of Flight Attendants in Airline Business. Dusit Thani College Journal, 14(2), 235–253. Retrieved from https://so01.tci-thaijo.org/index.php/journaldtc/article/view/243431
Section
Research Article
Article Screening Policy
- All research and academic articles to be published must be considered and screened by three peer reviews in the relevant field / article.
- All articles, texts, illustrations and tables published in the journal are the personal opinions of the authors. Editors don't always have to agree. And no responsibility whatsoever is the sole responsibility of the author.
- The articles to be published must never be published. Where did you first publish? And not in the consideration of other journals If the audit found that there has been a duplicate publication It is the sole responsibility of the author.
- Any article that the reader sees as being plagiarized or impersonated without reference. Or mislead the work of the author Please let the journal editor know it will be your greatest blessing.
References
Aryee, S., Chay, Y. W., & Tan, H. H. (1994). An examination of the antecedents of subjective career success among a managerial sample in Singapore. Human Relations, 47 (5), 487-509.
Bangkok Airways Public Company Limited. (2017). Annual report.
Chhetri, S. B. (2017). Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees. Journal of Business and Management Research, 2(1), 14-32.
Childs, A., & Klimoski, R. J. (1986). Successfully predicting career success: An application of the biographical inventory. Journal of Applied Psychology.
Chusmir, L. H., & Parker, B. (1992). Success strivings and their relationship to affective work behaviors: Gender differences. Journal of Social Psychology, 132, 87–100.
Cohen., J. (1988). Statistical power analysis for the behavioral sciences Erlbaum: Hillsdale.
Cotton, A. J. (2012). Measuring employee engagement in the Australian public service. Canberra: Australian Public Service Commission Staff Research Insights.
Cox, T. H., & Harquail, C. V. (1991). Career paths and career success in the early career stages of male and female MBAs. Journal of Vocational Behavior, 39, 54-75.
Cunningham, J. B., & McCrum-Gardner, E. (2007). Power, effect and sample size using GPower : Practical issues for researchers and members of research ethics committees.
Evidence Based Midwifery, 5(4), 132-136.
Echols, M. E. (2005). Engaging employees to impact performance. Chief Learning Officer, February, 44-48.
Faul., F., Erdfelder, E., Buchner, A., & Lang, A. (2009). Statistical power analyses using G*Power 3.1 : Tests for correlation and regression analyses. Behavior Research Method, 41, 1149-1160.
Forbes, J. B., & Piercy, J. E. (1991). Corporate Mobility and Paths to the Top: Studies for Human Resource and Management Development Specialists: Greenwood Publishing Group.
Gattiker, & Larwood. (1988). Predictors for managers' career mobility, success, and satisfaction. Human Relations, 41, 569-591.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33, 64-86.
Gupta, Neha, Sharma, & Vandana. (2015). An explaratory study on employee engagement and its linkage to organisational citizenship behaviour and organisational performance. I.J.A.B.E.R.,, 13, 1279-1300.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2002). Well-Being in the Workplace and its Relationship to Business Outcomes: A Review of the Gallup Studies. Washington D.C: American Psychological Association.
Harter JK, Schmidt FL, & TL., H. (2002). Business unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta analysis. Journal of Applied Psychology, 87(2), 268–279.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48 (3), 485-519.
K. ArunKumar, & R. Renugadevi. (2013). Antecedents and Consequences of Employee Engagement- A Hypothetical Approach. Journal of Business and Management 9(3), 52-57.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
Kgomo, F. L. (2010). Employee Engagement Model Facilitating Agent Retention in the Contact Centre Industry. (Doctoral dissertation), Tshwane University of Technology.
Khechoranan Natthaphan. (1999). Human resource management. Bangkok: Chulalongkorn University Printing.
Khechoranan Natthaphan. (2003). Strategies for creating quality organizations. Bangkok: Dhammamol Publishing.
Maharatsakul Pravet. (2002). Human resource management with information technology. Bangkok: Technology Promotion Association (Thai Japan).
Melamed, T. (1995). Barriers to women’s career success: human capital, career choice, structural determinants, or simply sex discrimination. Journal of Applied Psychology, 44, 295-314.
Miner, J. B. (1992). Industrial – Organization Psychology. New York: The State University of
New York at Buffalo.
Niratorn Narumon. (1991). Career planning, career development and career advancement. Thammasat University.
Omar, A. A. H. (2015). Antecedents and consequences of employee engagement in the Sudanese banking sector. (PhD thesis), University Sains Malaysia.
Pfeffer, J. (1977). The ambiguity of leadership. Academy of Management Review.
Phetphan Thanawat. (2015). Career path development activities to promote organizational commitment of 3 and 4 star hotel employees in Thailand. (Master of Arts), National Institute of Development Administration.
Phimolsiri Suwimol. (2012). Factors of career advancement that are related to the engagement of a company employee. (Master of Business Administration in Management), Srinakharinwirot University.
Poowittaya Arporn. (2007). Career Development in Practice. Bangkok: HR Center.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science
Quarterly, 46(4), 655-684.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-616.
Santiwong Thongchai. (2003). Human Resource Management. Bangkok: Prachum Chang Publishing.
Shuck, B., Reio Jr, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445.
Shuck Michael B. (2010). Employee Engagement: An Examination of Antecedent and Outcome Variables.
Smita Barik, & Kochar, A. (2017). Antecedents and Consequences of Employee Engagement:
A Literature review. International Journal of Latest Technology in Engineering. Management & Applied Science (IJLTEMAS), 6(4).
Sohrabizadeh S, & N., S. (2014). Antecedents and consequences of work engagement among nurses. Iranian Red Crescent Medical Journal.
Sungsuwan Atchara. (1997). Industrial management. Bangkok: Thepparat Press.
Supaporn Prasongthan, & Chokechai Suvetwatanakul. (2014). A Conceptual Framework of Employee Engagement Model for Hotel industry. Proceeding of The Burapha University International Conference 2014, 265-274.
Thai Airways Public Company Limited. (2017). Annual report.
Torsungnern Pariya. (2006). Employee engagement and intention to stay of the employees in manufacturing industries, Nakhon Ratchasima Province. (Master of Management Technology), Suranaree University of Technology.
Turban, D., & Dougherty, T. (1994). Role of protégé personality in receipt of mentoring and career success. Acad. Manage, 37, 688–702.
Wang, Y. (2011). Antecedents and Consequences of Employee Engagement: A Case Study of Five-Star Hotels, Malaysia. TEAM Journal of Hospitality and Tourism, 8(1).
Wellins, R., & Concelman, J. (2005). Creatingaculture for engagement. Workforce Performance Solutions
William H. Macey, Benjamin Schneider, Karen M. Barbera, & Young, S. A. (2012). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. A John Wiley & Sons, Ltd.
Wiratchai Nonglak. (2012). Sample size determination in testing hypothesis research.
Office of the National Research Council of Thailand (NRCT).
Yoosakul Namphet. (2010). Excellence service of flight attendants for Thai Airways Public
Company Limited (Doctor of Public Administration), National Institute of Development Administration.
Bangkok Airways Public Company Limited. (2017). Annual report.
Chhetri, S. B. (2017). Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees. Journal of Business and Management Research, 2(1), 14-32.
Childs, A., & Klimoski, R. J. (1986). Successfully predicting career success: An application of the biographical inventory. Journal of Applied Psychology.
Chusmir, L. H., & Parker, B. (1992). Success strivings and their relationship to affective work behaviors: Gender differences. Journal of Social Psychology, 132, 87–100.
Cohen., J. (1988). Statistical power analysis for the behavioral sciences Erlbaum: Hillsdale.
Cotton, A. J. (2012). Measuring employee engagement in the Australian public service. Canberra: Australian Public Service Commission Staff Research Insights.
Cox, T. H., & Harquail, C. V. (1991). Career paths and career success in the early career stages of male and female MBAs. Journal of Vocational Behavior, 39, 54-75.
Cunningham, J. B., & McCrum-Gardner, E. (2007). Power, effect and sample size using GPower : Practical issues for researchers and members of research ethics committees.
Evidence Based Midwifery, 5(4), 132-136.
Echols, M. E. (2005). Engaging employees to impact performance. Chief Learning Officer, February, 44-48.
Faul., F., Erdfelder, E., Buchner, A., & Lang, A. (2009). Statistical power analyses using G*Power 3.1 : Tests for correlation and regression analyses. Behavior Research Method, 41, 1149-1160.
Forbes, J. B., & Piercy, J. E. (1991). Corporate Mobility and Paths to the Top: Studies for Human Resource and Management Development Specialists: Greenwood Publishing Group.
Gattiker, & Larwood. (1988). Predictors for managers' career mobility, success, and satisfaction. Human Relations, 41, 569-591.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33, 64-86.
Gupta, Neha, Sharma, & Vandana. (2015). An explaratory study on employee engagement and its linkage to organisational citizenship behaviour and organisational performance. I.J.A.B.E.R.,, 13, 1279-1300.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2002). Well-Being in the Workplace and its Relationship to Business Outcomes: A Review of the Gallup Studies. Washington D.C: American Psychological Association.
Harter JK, Schmidt FL, & TL., H. (2002). Business unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta analysis. Journal of Applied Psychology, 87(2), 268–279.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48 (3), 485-519.
K. ArunKumar, & R. Renugadevi. (2013). Antecedents and Consequences of Employee Engagement- A Hypothetical Approach. Journal of Business and Management 9(3), 52-57.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
Kgomo, F. L. (2010). Employee Engagement Model Facilitating Agent Retention in the Contact Centre Industry. (Doctoral dissertation), Tshwane University of Technology.
Khechoranan Natthaphan. (1999). Human resource management. Bangkok: Chulalongkorn University Printing.
Khechoranan Natthaphan. (2003). Strategies for creating quality organizations. Bangkok: Dhammamol Publishing.
Maharatsakul Pravet. (2002). Human resource management with information technology. Bangkok: Technology Promotion Association (Thai Japan).
Melamed, T. (1995). Barriers to women’s career success: human capital, career choice, structural determinants, or simply sex discrimination. Journal of Applied Psychology, 44, 295-314.
Miner, J. B. (1992). Industrial – Organization Psychology. New York: The State University of
New York at Buffalo.
Niratorn Narumon. (1991). Career planning, career development and career advancement. Thammasat University.
Omar, A. A. H. (2015). Antecedents and consequences of employee engagement in the Sudanese banking sector. (PhD thesis), University Sains Malaysia.
Pfeffer, J. (1977). The ambiguity of leadership. Academy of Management Review.
Phetphan Thanawat. (2015). Career path development activities to promote organizational commitment of 3 and 4 star hotel employees in Thailand. (Master of Arts), National Institute of Development Administration.
Phimolsiri Suwimol. (2012). Factors of career advancement that are related to the engagement of a company employee. (Master of Business Administration in Management), Srinakharinwirot University.
Poowittaya Arporn. (2007). Career Development in Practice. Bangkok: HR Center.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science
Quarterly, 46(4), 655-684.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-616.
Santiwong Thongchai. (2003). Human Resource Management. Bangkok: Prachum Chang Publishing.
Shuck, B., Reio Jr, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445.
Shuck Michael B. (2010). Employee Engagement: An Examination of Antecedent and Outcome Variables.
Smita Barik, & Kochar, A. (2017). Antecedents and Consequences of Employee Engagement:
A Literature review. International Journal of Latest Technology in Engineering. Management & Applied Science (IJLTEMAS), 6(4).
Sohrabizadeh S, & N., S. (2014). Antecedents and consequences of work engagement among nurses. Iranian Red Crescent Medical Journal.
Sungsuwan Atchara. (1997). Industrial management. Bangkok: Thepparat Press.
Supaporn Prasongthan, & Chokechai Suvetwatanakul. (2014). A Conceptual Framework of Employee Engagement Model for Hotel industry. Proceeding of The Burapha University International Conference 2014, 265-274.
Thai Airways Public Company Limited. (2017). Annual report.
Torsungnern Pariya. (2006). Employee engagement and intention to stay of the employees in manufacturing industries, Nakhon Ratchasima Province. (Master of Management Technology), Suranaree University of Technology.
Turban, D., & Dougherty, T. (1994). Role of protégé personality in receipt of mentoring and career success. Acad. Manage, 37, 688–702.
Wang, Y. (2011). Antecedents and Consequences of Employee Engagement: A Case Study of Five-Star Hotels, Malaysia. TEAM Journal of Hospitality and Tourism, 8(1).
Wellins, R., & Concelman, J. (2005). Creatingaculture for engagement. Workforce Performance Solutions
William H. Macey, Benjamin Schneider, Karen M. Barbera, & Young, S. A. (2012). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. A John Wiley & Sons, Ltd.
Wiratchai Nonglak. (2012). Sample size determination in testing hypothesis research.
Office of the National Research Council of Thailand (NRCT).
Yoosakul Namphet. (2010). Excellence service of flight attendants for Thai Airways Public
Company Limited (Doctor of Public Administration), National Institute of Development Administration.