| Summary: | 碩士 === 國立成功大學 === 交通管理學系 === 89 === Boeing’s statistics data indicated that the crew factor comprised about 70 percent of all accidents. The purpose of crew resource management (CRM) is to decrease the occurrence of human factors that affecting the safety performance including nationality, training background, status, seniority of pilots, working values, and leadership style, etc. This study has two main purposes, the first is to find the critical factors of organizational climate and safety climate that are highly correlated with CRM; the second is to evaluate the correlation between these two dimensions and flight operation satisfaction.
According to work values, pilots can be clustered into four groups namely active, stability-loving, work-enjoying and passive. By analyzing the composition and attitudes of these four groups, the management can evaluate the morale of the pilots and the effectiveness of the policies.
Using general survey method, this study surveyed 1064 pilots in Taiwan. The questionnaire is designed under the project of “Crew Resource Management and Corporate Culture”. Analysis is performed using descriptive statistics, factor analysis, ANOVA, canonical correlation, cluster analysis, and χ2 test, and the main findings of this study are as following:
1.Taiwanese pilots value different backgrounds and styles of other crews more than foreign pilots, but less in expressing opinions and request. Civilian-trained pilots are more willing to request to share workload than formerly military pilots. And, senior pilots are more active in querying requests and work assignments.
2.Under positive organizational climate (i.e. fair promotion, encourage feedback and open communication), consultative leadership style and highly work support environment, the performance of CRM is better.
3.Pilots are encouraged to have safe behaviors and better CRM when the safety climate is positive (i.e. support training, improve quality of training, emphasize safety).
4.Organizational climate and safety climate are highly correlated, and both of them also have strong relationship with flight operation satisfaction.
5.Active and work-enjoying pilots have positive attitudes and great commitment towards their companies. Oppositely, passive pilots do only the assigned jobs and think that their company don’t care about them and support them adequately.
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