Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence from Korean Flight Attend-ants

Eui-Jin Han; Lei Cai

doi:10.18502/ijph.v53i7.16052

Eui-Jin Han Department of Airline Service, Honam University, Gwangju, Republic of Korea
Lei Cai Department of Airline Service, Honam University, Gwangju, Republic of Korea

DOI: https://doi.org/10.18502/ijph.v53i7.16052

Keywords: Flight attendant; Korean airlines; Organizational commitment; Psychological capital; Turnover inten-tion

Abstract

Background: We analyzed the effects of psychological capital on organizational commitment and turnover intention among flight attendants at a Korean airline and the mediating effect of organizational commitment.

Methods: Data were collected through a 2022 survey of Korean flight attendants, yielding 297 responses. Model reliability and validity were assessed to confirm hypotheses.

Results: Hope had a significant negative effect on turnover intention P<0.05), whereas optimism and resilience did not have significant effects on turnover intention. Additionally, hope had a significant positive effect on normative and continuance commitment, unlike optimism and resilience, which did not have significant effects on normative commitment or continuance commitment. Both normative commitment and continuance commitment negatively influenced turnover intention. Organizational commitment mediated the relationship between psychological capital and turnover intention, reinforcing the positive impact of psychological capital on reducing turnover intention.

Conclusion: This study underscores the significance of psychological capital in shaping organizational commitment and reducing turnover intention among Korean flight attendants. Strengthening psychological capital and fostering organizational commitment can bolster airline stability, competitiveness, and service quality.