A structural equation model of business ethics organization culture employee engagement and job performance of flight attendant

Abstract

The objectives of this research were to study and verify structural equation model of business ethics, organization culture, employee engagement and job performance of flight attendants. The sample group comprised of premium airlines’ flight attendants. The multiple variables were 10-20 times of observed variables. Since 16 observed variables were set in this research, the sample group size was determined as 20 times of variables. Thus, the appropriate sample group size was at least 320 cases. To ensure that congruence test of empirical data hypothesis model more reliable, 98 cases were added to the sample group. As a result, the sample group in this research contained 418 cases. The research tool was closed-ended questions relevant to business ethics, organization culture, employee engagement and job performance. Moreover, the descriptive statistics were used for data analysis. The SPSS version 22 software was applied for analysis. The inferential statistics was applied with AMOS to analyze affirmative components and verify structural equation model of business ethics, organization culture, employee engagement and job performance of flight attendants. The variables included: independent variable was business ethics and organization culture; mediating variable was employee engagement; and dependent variable was job performance.

The findings were summarized below. The structural equation model was compliant with empirical data (X2=142.195, df=81, X2/df = 1.755, p =.000, AGFI=.993, GFI=.960, NFI=.968, CFI=.968, CFI=.986, RMSEA=.43) For business ethics aspect, public benefit in mind should be pick up as the first priority. It is recommended that organization considers benefits of all stakeholders resulting in commitment of flight attendants. Apart from that, airlines should emphasize on quality service to make customers impressive, followed by consistent flight attendant competency development and focus on environment, respectively. For the aspect of organization culture, airlines should target task dimension that is employees attempt to complete designated job, followed by rewards in line with designated job accomplishment, career path relies on job achievement, job designation in accordance with individual competencies, focus on designated duties, and job designation in accordance with group competencies resulting in commitment of flight attendants. Besides, the aspect of employee engagement, it is suggested that airlines should pay attention to protect the organization’s image and prestige as first and foremost, namely, good feeling towards organization resulting in good and efficient working behavior; positive speaking about organization resulting in good and efficient working behavior; and engage in protecting organization fame resulting in good and efficient working behavior, respectively. Finally, for job performance part, airlines should give importance to interaction and cooperation as follows: commitment resulting in readiness to work together with other flight attendants, commitment resulting in readiness to work with others; commitment resulting in interaction with others in organization; commitment resulting in acceptance of regulations; and standards of organization, respectively