This study examined both the mediating process of flight attendants’ organisational commitment between their work disengagement and well-being and the moderating role of employment status in the mediation process. Using a sample of 171 flight attendants from a Middle East airline, the research hypotheses were tested through Hayes’ PROCESS macro. The study introduced employees’ work disengagement at four levels: psychological, physical, emotional, and financial. The results showed that “organisational commitment of flight attendants” as a mediator in the link between work disengagement and well-being. All flight attendants exhibited high levels of psychological, physical, emotional, and financial disengagement. This study categorized the employment status of flight attendants as either currently active or temporarily inactive. Results indicated that irrespective of employment status, both sets of flight attendants experienced high levels of disengagement. Temporarily inactive flight attendants were found to be more committed to their organisation and exhibited stronger well-being, compared to those who were currently active. Financial disengagement had a positive effect on currently active flight attendants. Based on the research findings, the study explains the theoretical and practical implications of the results for airline management companies.