Airline Cabin Crew Research Articles

How should Travel-Related Malaria Management in Emergency Departments of Non-endemic Countries? Single-center Study

Purpose: Advancements in air travel enabled an increase in traveling to malaria-endemic countries such as those in sub-Saharan Africa. An increase in the incidence of imported malaria accompanied these advancements. This study aims to summarize how malaria patients who have imported the disease into non-endemic countries present to the emergency departments and to enlighten physicians in emergency departments by providing suggestions for practical approaches to handling such situations.
 Methods: This study was conducted retrospectively in a university hospital, from January 1, 2014 to March 1, 2022. Seven years of emergency department records of patients who were examined in the emergency department with a suspected, or definitive diagnosis of malaria were included in the study. Epidemiological and clinical characteristics were evaluated.
 Results: 892 patients were admitted to the emergency department with suspicion of malaria. Thirty of these patients were diagnosed with malaria, and 846 of the 892 patients were members of airline cabin crews. 94.3% (n=798) of the cabin crew did not use prophylactic medication for malaria. The mean age of the patients was 33.2±8.5. Twenty-five patients were diagnosed via peripheral blood smears, and the remaining three patients were diagnosed with PCR. Rapid diagnostic tests were positive in 26 out of 28 patients.
 Conclusion: The risk of acquiring malaria is still high despite short-term visits and airport-limited stays. Travel history should be routinely asked of patients by emergency physicians. Education of people traveling to malaria-endemic countries, including cabin crew, regarding malaria prophylaxis and protective measures to prevent mosquito bites plays a crucial role in preventing malaria.

위기상황에서의 전략적 인적자원관리가 직무역량과 경영성과에 미치는 영향 : 객실승무원을 중심으로

The purpose of this study is to find out the effect of strategic human resource management of airline cabin crew on job competency and business performance in crisis situations. Due to COVID-19, airlines are experiencing a lot of difficulty, and their employees are also suffering. It is also difficult for many airlines to manage their human resources. They took a leave of absence or job relocation for human resource management. It can be said that it is important to prevent the turnover of good talent and to manage the competencies of employees. This study was targeted at airline cabin crew and 275 were surveyed. The validity of the study was secured through confirmatory factor analysis, and the hypothesis was tested with structural equation modeling. As a result of the empirical study, it was found that education and training and compensation management had an effect on job competency. However, career management did not affect job competency. Job competency was found to affect business performance. As a result of the empirical study, it was found that the strategic human resource management of cabin crew affects the non-financial management performance of airlines. As a result, the purpose of this study is to help airlines' strategic human resource management and suggested that the job training of cabin crew focused on safety and hospitality should be further subdivided and that a program for career management is needed. And it was suggested that a study on the strategic human resource management of cabin crew is necessary.

항공사 객실승무원의 고용불안, 직무스트레스, 이직의도간의 관계 연구 : 직무스트레스의 매개효과와 자기효능감의 조절효과

The purpose of this study is to examine the relationship between job insecurity, job stress, and turnover intention, and to examine the moderating effect of self-efficacy and the mediating effect of job stress in these relationships. An online survey was conducted for cabin crew working at domestic K and A airlines, and a total of 250 copies were used for the analysis. The results of this study are as follows. First, it was found that job insecurity of airline cabin crew had a significant positive (+) effect on job stress and turnover intention. Second, job stress was also found to have a significant positive (+) effect on turnover intention. Third, job stress had a partial mediating effect on the relationship between job insecurity and turnover intention, and self-efficacy had a moderating effect on job insecurity and job stress, job stress and turnover intention, job insecurity and turnover intention. Based on these research results, the practical problems faced by airlines are identified, and directions for airline management and efficient human resource management are presented.

항공사 객실승무원의 공유멘탈모델과 이중몰입 및 심리적 주인의식의 관계: 이중몰입의 매개효과

This study was conducted for the purpose of verifying the relationship among the shared mental model and dual commitment and psychological ownership of airline cabin crews. The subjects of the study were 180 airline cabin crew members, and the following results were obtained through multiple regression analysis using SPSS 23.0 by collecting them through a survey of shared mental models, career commitment, organizational commitment, and psychological ownership. First, the task-sharing mental model has a positive (+) effect on psychological owner awareness. Second, the task-sharing mental model has a positive (+) effect on career commitment, and the team-sharing mental model has a positive (+) effect on organizational commitment. Third, double commitment (career commitment, organizational commitment) has a positive (+) effect on psychological ownership. Fourth, in the relationship between the shared mental model and psychological ownership, the partial mediating effect of career commitment was shown, and organizational commitment showed a complete mediating effect.

Individual scheduling approach for multi-class airline cabin crew with manpower requirement heterogeneity

The cabin crew pairing problem is one of the major challenges faced by airlines. Traditionally, multi-class cabin crews are scheduled on a team basis separated by aircraft types (families) as cockpit crews. However, the manpower requirements for cabin crew across aircraft types (families) are heterogeneous, which cannot be handled by the team scheduling approach. Thus, some airlines nowadays are adopting the individual scheduling approach to deal with the flight manpower requirement heterogeneity. Motivated by the emergence of the individual cabin crew pairing practice, we conduct an analytical study which aims at improving manpower utilization while reducing costs by utilizing a new individual cabin crew pairing generation approach. We also mathematically formulate crew substitution in the model which can help hedge against manpower requirement variations. The impacts of the relationship between manpower availability with requirement benchmarks on cabin crew scheduling strategies are investigated to derive deep insights. A column generation based solution approach is developed. Computational experiments based on small-scale real-world collected flight schedules are conducted to test the distinctive features of the proposed individual pairing model. In addition, a series of large hypothetical instances are employed to examine the advantages of the proposed model over the traditional team-based model in terms of manpower utilization improvement and cost reduction through a customized Genetic Algorithm.

코로나-19로 인한 항공사 객실승무원의 회복탄력성, 소진, 직무만족의 관계성 연구

This study focused on verifying the influence relationship between resilience, exhaustion, and job satisfaction of airline cabin crew. First, it is to verify whether resilience affects burnout. Second, it is to grasp the relationship between resilience and job satisfaction. Third, it is to verify how burnout affects job satisfaction. Finally, it is to understand how burnout affects resilience and job satisfaction. For the study, an on-site survey was conducted on 460 crew members of large domestic airlines. Confirmatory factor analysis using SPSS was performed. As a result of the hypothesis test, the resilience of the crew had a positive effect on job satisfaction, and burnout had a negative effect on job satisfaction. In addition, resilience was found to alleviate the effect of burnout on job satisfaction by reducing the level of burnout. Among them, positivity and control were found to have an effect among the sub-factors of resilience. Therefore, it suggested that increasing the resilience of flight attendants can greatly help lower burnout and increase job satisfaction.

코로나-19 상황에서 항공사 객실승무원의 감정노동이 직무만족에 미치는 영향 : 재직기간과 동료 지원 인식의 조절 효과

This study focused on verifying the influence relationship between emotional labor and job satisfaction of airline cabin staff. In addition, it was intended to verify whether the perception of working period and peer support played a mitigating role in the relationship between emotional labor and job satisfaction. For this study, an on-site survey was conducted on 460 crew members of large domestic airlines. As a result of the hypothesis test, it was found that the emotional labor of airline cabin crew had an effect on job satisfaction. Second, it was found that the working period played a moderate role in the relationship between emotional labor and job satisfaction. In detail, it was confirmed that the relationship between superficial behavior and job satisfaction, and the relationship between internal behavior and job satisfaction were all eased. Finally, it was found that peer support perception had a moderating effect in the relationship between emotional labor and job satisfaction. Among them, peer support perception was found to have an effect only on the relationship between surface behavior and job satisfaction. Through these results, in order to alleviate emotional labor and increase job satisfaction, it can be judged that job satisfaction can be increased by providing appropriate compensation

Study on Factors That Influence Human Errors: Focused on Cabin Crew.

This study aims to reduce the possibility of human mistakes and accidents among airline cabin crew by identifying the cause of human errors by focusing on the importance of the causal relationship between human factors and human errors. According to statistical analysis, among the five human factors, physical fatigue, psychological stress, and the complacency of cabin crew had a positive impact on human errors. However, hurrying under time pressure and the distractions caused by external factors do not significantly affect human errors. Human errors have a negative impact on job crafting and mental health. This study analyzed the human factors influencing the cabin crew’s errors and revealed the importance of complacency, which was not covered in previous studies. Finally, the research implications, limitations, and future studies were discussed.

객실 승무원의 직무스트레스와 직무만족의 영향관계에 관한 감성지능의 조절효과

This study was conducted to understand the moderating effects of emotional intelligence on the relationship between job stress and job satisfaction of airline cabin crews. 250 questionnaires were distributed to cabin crews of domestic airlines, and a total of 236 questionnaires were used for the final analysis to verify the hypotheses presented in this study. The results are as follows. First, it was found that job stress affects job satisfaction in the order of job characteristics, customer, and interpersonal among the job stress factors that appear in the job situation of cabin attendants. Second, regarding the moderating effects of emotional intelligence, it was found that emotion utilization and emotional regulation of the four factors of emotional intelligence had partial effects. Moderating effects were not found on personal sensibility comprehension and self sensibility comprehension. Based on the results of this study, the importance of the effect of job stress on job satisfaction during job performance in airline cabins, implications for effective management of airline human resources, and discussions for follow-up studies were presented.

The Effect of Psychological Anxiety Caused by COVID-19 on Job Self-Esteem and Job Satisfaction of Airline Flight Attendants.

This study aimed to investigate how psychological anxiety caused by COVID-19 has influenced airline cabin crew job self-esteem and job satisfaction. A questionnaire based on prior research was developed to identify factors of psychological anxiety among cabin crews as a result of COVID-19. The survey sample was limited to current cabin crews who experienced leave of absence due to COVID-19, and questionnaires were distributed to 201 crew members from 15 February to 15 April 2021. As a result of the analysis, the hypothesis that salary reduction, career stagnation, social perception, and employment insecurity have a significant effect on job self-esteem and job satisfaction was supported, while perceived infection risk and benefit reduction were rejected. This study found that psychological anxiety caused by COVID-19 affected cabin crew’s self-esteem and job satisfaction. These findings could aid in the development of strategies for effective airline human resource management to prevent psychological anxiety from creating stress and negatively affecting work. Furthermore, since the alert for the emergence of new viruses will not be eased in the future, this study will prevent psychological anxiety among cabin crews to cause job self-esteem and job dissatisfaction.

Effect of Job Instability on Productive Behavior in the COVID-19 Situation : Focused on Airline Cabin Crew

본 연구의 목적은 직무불안정성과 구성원의 생산적 행동 간의 영향관계를 규명하는 것이다. 또한, 지각-태도-행동 간의 메커니즘 속에서 직무불안정성 지각과 생산적 행동 사이의 태도 변수로 조직냉소주의를 설정하여 COVID-19라는 외부환경에 대한 지각이 조직에 대한 태도를 형성하고, 이렇게 형성된 태도가 개인의 행동에 미치는 영향을 살펴봄으로써 보다 체계적인 인과적 관계를 제시하고자 한다. 이를 위해 국내 항공사에 재직 중인 객실승무원을 대상으로 온라인 설문조사를 실시해 자료를 수집하였다. 수집된 자료는 SPSS와 AMOS 프로그램을 사용하여 분석하였다. 분석결과는 첫째, 직무불안정성은 조직냉소주의와 정적 관계에 있음을 확인하였다. 둘째, 조직냉소주의는 구성원의 생산적 행동과 유의미한 관계를 가지는 것으로 나타났다. 셋째, 직무불안정성과 구성원의 생산적 행동은 유의미한 관계에 있음을 확인하였다. 본 연구의 결과는 항공사 객실승무원이 직면한 상황을 이해하고, 그에 대응되는 전략을 수립하는데 기초자료로 활용될 수 있을 것이며, 긍정과 부정이 동시에 고려된 생산적 행동을 실증함으로써 기존 연구범위를 확장하는데 기여할 수 있을 것이다.

Arthroscopic treatment and subacromial decompression of calcific tendinitis without removal of the calcific deposit results in rapid resolution of symptoms and excellent clinical outcomes in commercial airline pilots and cabin crew.

The purpose of this study was to report the results of subacromial arthroscopic decompression (SAD) without removal of the calcific deposits in patients with calcifying tendinitis. All patients between 2016 and 2019 were included if they were aged between 18 and 60years and had an isolated calcific deposit. The Constant-Murley score (CMS), Disabilities of the Arm, Shoulder and Hand (Quick DASH) score, the Shoulder Pain and Disability Index (SPADI), the simple shoulder test (SST), and the single assessment numeric evaluation (SANE) were used for assessment. Time to return to work was recorded. 24 patients (13 pilots, 11 cabin crew) with a mean age of 47.1 ± 7.8years were included. Quick Dash improved from 68.8 preoperative, to 8.4 at 3months, and 0.1 at 24months. CMS improved from 37.4 preoperative, to 83 at 3months, and 94 at 24months. SPADI improved from 73.8 preoperative, to 5.4 at 3months, and 1 at 24months. SST improved from 22.5 preoperative, to 94.2 at 3months, and 100 at 24months. SANE improved from 33.5 preoperative, to 78.7 at 3months, and 95.6 at 24months. MCID, SCB, and PASS reached values above 83% at 3months and 100% at 6months, with the exception of SANE which reached 29% at 3months and plateaued to 96% at 6months. The mean time to return to work was 7.1 ± 2.1weeks. Pilots returned at a mean of 6.9 ± 1.8weeks; cabin crew returned to work at a mean of 7.8 ± 2.5weeks. The results of this study suggest excellent short- and mid-term clinical outcomes can be achieved in patients with calcific tendinitis undergoing arthroscopic debridement and subacromial decompression without removal of calcific deposits. In this patient population, early surgical intervention was a potentially viable alternative to nonoperative treatment, and allowed early return to work.

Strategies to Improve Work Attitude and Mental Health of Problem Employees: Focusing on Airline Cabin Crew.

This study examines strategies for improving the work attitude and mental health of airlines’ “problem employees”. Based on a review of previous studies, five different handling methods for problem employees were derived: (1) duty assignment according to ability, (2) confidence beliefs, (3) managerial coaching, (4) human understanding, and (5) mentor system. The study hypothesized that these five approaches influence employees’ work attitudes, mental health, and job performance. To verify these hypotheses, empirical data were collected from 200 airline crew members. The analysis found that only three of the “five different handling methods of problem employees” positively influence job attitudes, mental health, and job performance: (1) duty assignment according to ability, (2) confidence beliefs, and (3) mentor system. In contrast, managerial coaching negatively impacted outcome variables. The study also found that the current handling approaches implemented in the industry have positive and negative outcomes on problem employees. Therefore, airline companies need to manage problem staff based on the findings of this study. Particularly, when conducting managerial coaching, supervisors should check employees’ work attitude change status. Research implications, limitations, and future research directions are discussed.

Understanding Sleepiness and Fatigue in Cabin Crew Using COVID-19 to Dissociate Causative Factors.

OBJECTIVES: Airline cabin crew experience high levels of fatigue and sleepiness. Whether these are solely related to their work schedules/jetlag or are in part related to individual factors is unknown. The COVID-19 pandemic has significantly disrupted the aviation industry and many cabin crew have been grounded. This provides a unique opportunity to assess the causes of fatigue and sleepiness in this population.METHODS: An online anonymous survey was distributed in April-June 2020 to cabin crew who were 1) flying, 2) grounded but doing alternative work, and 3) grounded, not working, or unemployed. The survey measured fatigue, sleepiness, and mental health. It also screened their risk for insomnia, depression, and shift work disorder and assessed drug and caffeine use.RESULTS: Collected were 409 valid responses: 45 currently flying; 35 grounded but doing alternate work; and 329 not working. On average, all three groups experienced normal levels of fatigue and sleepiness. The risk for major depressive disorder was 27.4%, with 59.5% of individuals reporting abnormal levels of anxiety. Caffeine intake and the use of drugs and alcohol to facilitate sleep were common, although not different between those currently flying vs. grounded.CONCLUSIONS: With reduced workloads or not flying, cabin crew reported lowered fatigue and sleepiness compared to prepandemic findings, along with reduced risk for major depressive disorder. However, a high occurrence of negative emotional states were reported, potentially related to the uncertainty surrounding the pandemic. This study suggests fatigue and sleepiness is primarily related to airline operational rather than personal variables.Wen CC-Y, Nicholas CL, Howard ME, Trinder J, Jordan AS. Understanding sleepiness and fatigue in cabin crew using COVID-19 to dissociate causative factors. Aerosp Med Hum Perform. 2022; 93(1):50-53.

객실승무원의 직무환경이 직무만족과 조직몰입에 미치는 영향: 국내 대형항공사 중심으로

Purpose - The purpose of this study is to examine the relationship between the effect of job environment on job satisfaction and organizational commitment for airline cabin crew of full service carrier. Research Design, data, and methodology -For the purpose of study, 177 survey questionnaires were distributed among the airline cabin crews who are working for Korean airline & Asian airline from 4st Jul, 2021 to 19th Aug, 2021. Due to the reliability of data, 1 samples were discarded and 176 samples were put to actual analysis. For the purpose of the study, SPSS Ver. 26.0 statistics package are used for conduct and analyses. Result -This study''s results are as follows. First, job environment which are consist of human environment, physical environment, compensation environment had significantly positive effect on job satisfaction. Secondly, job satisfaction had significant effects on organizational commitment. Thirdly, job environment positively affected on organizational commitment. Conclusions - Full service carrier airlines need continuous attention and company-wide management supervision so that their members(airline cabin crew) can actively and actively respond to changes by motivating them through improvement of the job environment and presenting a steady vision for the company''s policies.

항공사 객실승무원의 개인-환경 적합성이 서비스혁신행동에 미치는 영향 : 자기효능감의 조절효과

This study analyzed the influence relationship between the person-environment fit (job, supervisor, organization, co-worker) of airline cabin crew on service innovation behavior and the moderating effect of self-efficacy. 250 copies of the questionnaire were used for the analysis. As a result of the analysis, first, it was found that person-job fit, person-supervisor fit, person-organization fit had a significant positive (+) effect on service innovation behavior of airline cabin crew. This suggests that it is necessary to continuously support creative job performance through systematic job training for each position, and introduce a reasonable personnel management system and a systematic compensation system through fair and objective evaluations for members who have taken innovative actions. Second, it was found that person-coworker fit did not have a significant effect on the service innovation behavior of airline cabin crew. This is thought to be able to suppress the expression of creative innovation behavior as a result of crew members being operated as a team and are more interested in maintaining relationships with colleagues rather than suggesting creative and new ideas. Third, person-supervisor fit was found to be the variable showing the greatest influence on the service innovation behavior of airline cabin crew. Therefore, airlines need to create bonds with their superiors and maintain a close relationship with their superiors through team leader leadership and effective communication training to inspire individual-boss suitability. Finally, as a result of verifying the moderating effect of self-efficacy, it was found that it plays a statistically significant moderating role in person-organization fit, a sub-factor of person-environment fit. Therefore, it suggests that airlines need in-house service competitions and various training programs to enhance their employees' self-efficacy in addition to job-related training.

항공사 객실승무원의 고용불안과 직무열의, 이직의도의 구조적 관계: 직무열의의 매개효과와 직급의 조절 효과

The purpose of this study was to investigate the structural relationships among job insecurity of airline cabin crews, work engagement and turnover intentions and to examine a role of position level in the causal relationship. To collect the data, we conducted an online survey of domestic and foreign airline cabin crews for two months from September to October 2020, and used a total of 400 samples for this study. The results showed that job insecurity had a positive effect on turnover intentions but a negative effect on work engagement, and work engagement had a negative effect on turnover intention. Furthermore, it revealed that work engagement had a significant mediating effect between job insecurity and turnover intentions. Third, there is a significant difference between

항공사 객실승무원의 임파워링 리더십과 서비스 지향적 조직시민행동과의 관계 연구: 직업정체성과 직무착근도의 조절 효과

The purpose of this study is to study the structural relationship between cabin crew empowering leadership, job identity, job embeddedness, and service-oriented organizational citizenship behavior. To achieve this purpose, a survey was conducted, and a total of 399 valid questionnaires were used for analysis. First, it was found that all sub-elements of empowering leadership of cabin crew had a positive effect on service-oriented organizational citizenship behavior. Second, it was found that the job identity of cabin crew has a moderating effect on organizational autonomy and service-oriented organizational citizenship behavior, which are sub-elements of empowering leadership. Third, it was found that the job embeddedness of cabin crew had a moderating effect in the relationship between empowering leadership and service-oriented organizational citizenship behavior. Through the results of these studies, it was intended to present implications that can be used in the human resource management plan of airline cabin crew.

K 항공사 객실승무원의 신체적 자기지각이 자기효능감과 직무성과에 미치는 영향: 생활체육 참여의 조절효과를 중심으로

Firstly, the main purpose of this study is to investigate the structural relationship among Physical self-perception, Self-efficacy and Job performance of airline cabin crew. Secondly, it is to verify the moderating effect of Participation in sports-for-all. The results showed that the Sports competence and Body attractiveness, which are the sub-factors of Physical self-perception, had positive(+) impacts on job performance via the mediating effects of Self-efficacy. Also, Participation in Sports-for-all had a mediating effect on the relationship between Sports competence and Self-efficacy, and between Body attractiveness and Self-efficacy. Therefore, the results of this study reveal that in order to improve job performance of airline cabin crew, the company considers the Sports competence and Body attractiveness as ways to increase self-efficacy. Moreover, this correlation goes up by taking part in sports-for-all. Several practical and theoretical contributions were made in the context of airline industry introducing the important variable which is the role of participation in sports-for-all.

Airline Cabin Crew Team System's Positive Evaluation Factors and Their Impact on Personal Health and Team Potency.

Recently, many airline companies have trialed introducing team systems to manage crew members and enhance competitiveness systematically through the efficiency of manpower operation. Cabin crew members share in a sense of unity when spending time with team members outside of work hours. Cabin crews must be able to resolve unexpected issues—fires, aircraft defects, medical emergencies, and sudden airflow changes—quickly and accurately. As unexpected issues may result in major accidents, it is crucial that cabin crew members can take responsibility for passenger safety and offer satisfactory services to customers. Furthermore, most cabin duties require cooperation and are highly interdependent; thus, respect and teamwork are essential. This empirical study aims to identify and examine the positive factors of the team system used to evaluate causalities in job satisfaction, team potency, and mental health. The research model is developed based on a theoretical review, focusing on five positive factors—sense of belonging, mutual support, communication, motivation, and work flexibility—and dependent variables: job satisfaction, team potency, and mental health. Sense of belonging, communication, and work flexibility significantly affected team potency along with job satisfaction. This study has practical implications, providing guidance for the sustainable development of team systems for airline crew management.