민간항공사 운항승무원의 피로 관련요인 - 근무조건, 작업강도, 보상만족, 조직몰입을 중심으로 -
A Model on Fatigue of Airline Flight Crew: Focus to Working Condition, Intensity of work, Compensation for Satisfaction, and Organizational Commitment
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he purpose of this study was to investigate fatigue for airline flight crew. The variables for the study included working condition, intensity of work, compensation for satisfaction and organizational commitment. The data were collected from 230 employees of the airline flight crews who gave their informed consent and completed a self-reported questionnaire in November, 2013. A structural equation model was established and used to assess parameters such as working condition, intensity of work, compensation for satisfaction, organizational commitment, and fatigue. The fitness of the hypothetical model was adequate (Q(CMIN/ DF)=25.636, GFI=1.000, NFI=1.000, CFI=1.000, IFI=1.000, RMR=<0.001)Analysis of the hypothetical model demonstrated that the direct and total effects of working condition, intensity of work, and organizational commitment were significantly correlated with fatigue. The explanation power of the hypothetical model was 25.6%. The factors that influenced on the organizational commitment were working condition and compensation for satisfaction and the explanation power was 24.3%. The results of this study indicate that it is necessary to develop fatigue control program to enhance working condition, compensation for satisfaction, organizational commitment.
Abstract
he purpose of this study was to investigate fatigue for airline flight crew. The variables for the study included working condition, intensity of work, compensation for satisfaction and organizational commitment. The data were collected from 230 employees of the airline flight crews who gave their informed consent and completed a self-reported questionnaire in November, 2013. A structural equation model was established and used to assess parameters such as working condition, intensity of work, compensation for satisfaction, organizational commitment, and fatigue. The fitness of the hypothetical model was adequate (Q(CMIN/ DF)=25.636, GFI=1.000, NFI=1.000, CFI=1.000, IFI=1.000, RMR=<0.001)Analysis of the hypothetical model demonstrated that the direct and total effects of working condition, intensity of work, and organizational commitment were significantly correlated with fatigue. The explanation power of the hypothetical model was 25.6%. The factors that influenced on the organizational commitment were working condition and compensation for satisfaction and the explanation power was 24.3%. The results of this study indicate that it is necessary to develop fatigue control program to enhance working condition, compensation for satisfaction, organizational commitment.
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