Abstract
The purpose of this study is to examine the mediating role of nepotism in the relationship between subjective well-being and employee loyalty within the aviation industry. Using data collected from 289 valid surveys completed by cabin crew members of a private airline company in Istanbul, the study investigates how nepotism influences the dynamics between these key organizational variables. The Employee Loyalty Scale, Utrecht Work Engagement Scale, and Nepotism Scale were utilized to measure relevant constructs, and data analysis was conducted using SPSS 22 and the bootstrapping technique. The findings reveal that nepotism has a significant indirect effect, mediating the relationship between subjective well-being and employee loyalty. Specifically, increased levels of subjective well-being reduce perceptions of nepotism, which in turn enhances employee loyalty. While the direct effect of subjective well-being on employee loyalty was not statistically significant, the mediating effect of nepotism highlights its critical role in organizational dynamics. This study provides new insights into the role of nepotism in the aviation sector, emphasizing the need for fair and meritocratic workplace practices to foster employee well-being and loyalty. The findings contribute to the literature by addressing the complex interplay between subjective well-being, nepotism, and employee loyalty, offering practical implications for human resource management and organizational strategies.
Keywords
nepotism, work engagement, subjective well-being, employee loyalty, aviation employees
ORCID Identifiers
Secil Ulufer Kansoy: https://orcid.org/0000-0002-5522-324X
DOI
10.5038/2640-6489.10.1.1343
Recommended Citation
Ulufer Kansoy, S. (2025). The mediating effect of nepotism on employees’ work engagement (subjective well-being) and employee loyalty: A case study of a private airline company. Journal of Global Business Insights, 10(1). https://www.doi.org/10.5038/2640-6489.10.1.1343
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License
