• Proceedings of the Korean Society of Disaster Information Conference
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• 2023.11a
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• pp.143-144
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• 2023

항공사가 매년 정기적으로 수행하고 있는 정기 안전 교육 프로그램(Safety Training Programs)을 통한 객실승무원의 안전인식(Safe Recognition) 변화와 직접적인 사고 발생 시 즉시 행동으로 연계되는 안전행동(Safety Behavior)을 연구하여 항공안전의 목표를 달성하고, 사고를 방지하여 항공사의 신뢰도를 향상시키고 다른산업에서 직원안전교육을 수행할 경우 안전교육의 내용,절차, 횟수등을 제시하는 지표로 활용하고자 한다. 본 연구에서는 항공사 객실승무원의 안전 교육 프로그램이 객실승무원 안전인식과 행동에 미치는 영향을 분석하고, 안전인식이 정기안전교육 프로그램과 안전행동의 관계에 있어서 매개효과(mediating effect)가 있는지 파악해보고자 한다.

• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.521-535
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• 2011

The purpose of this study is to analyze the priority of curriculums on students preparing to become flight attendants using paired t-test, Borich method, and Herschknowiz's criticality function. As a result of this study, it was discovered that what flight attendants and students needed to study the most were foreign language subjects as English, Chinese, and Japanese. Therefore, a department of universities related to airline service should develop new curriculum to adapt to the trend of globalization. Also, flight attendants need curriculum including subjects related to tourism as an introduction to airline service. This means that the role of flight attendants needs to be expanded and specialized. In conclusion, a department related airline service should try to elevate its quality of education and design curriculum which will help flight attendants become specialists in their field.

• The Journal of the Convergence on Culture Technology
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• v.10 no.2
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• pp.257-266
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• 2024

This study analyzed the characteristics of each type of subjective perception of cabin crew by applying Q-methodology to understand the competencies required of airline cabin crew. As a result of analyzing 33 Q-samples and 33 P-samples using the Ken-Q Analysis program, four types were identified: "Physical strength and appearance quality-oriented", "job performance-oriented", "communication ability-oriented", and "job consciousness-oriented". Most types showed high agreement on physical factors, ability to cope with emergency situations and work responsibility. The results can be used as basic data to develop effective curriculum for airline training course and airline service majors, and it can be a reference material to help job seekers understand the job and cultivate necessary competencies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.222-232
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• 2011

The purpose of this study is to find out the relationship among dialect, anxiety and career barrier for flight attendant applicants at interview. A Survey was conducted on female applicants who had attended interview at least once. As a result, dialect speakers were more anxious than non-dialect speakers. And a dialect affects the anxiety, the anxiety also affects the career barrier. The findings of this study offer several managerial implications for directors in teaching positions. The results of the evaluation can be used as a background for promoting effective interview method.

• Journal of Advanced Navigation Technology
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• v.16 no.6
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• pp.1052-1064
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• 2012

In this study for the purpose of providing the basic data for airline cabin service improvement and efficient crew management. The relationship on team effectiveness and team performance according to the quality of airline cabin crew team LMX(Leader-Member Exchange) and TMX(Team-Member Exchange) was verified. The findings from the analysis shows the closer team leader and team members have quality exchange relationship the more the cabin crews will team commitment and team satisfaction. The conclusion is drawn that increased team effectiveness(satisfaction and commitment) enhances team performance as well. Therefore, based on the results of the study on airline cabin crew team operation system, the team leader and team members should come up with specific scheme to establish quality exchange relationship and to maintain the relationship.

• Journal of the Korea Convergence Society
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• v.8 no.11
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• pp.331-342
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• 2017

The study empirically investigates the effect of mindfulness on their job satisfaction and organizational commitment of flight attendants focused on the mediating effect of job satisfaction between mindfulness and organizational commitment. Data was collected at Incheon and Jeju international airport from flight attendants working on international flight of domestic airlines. The results of this study reveal that concentration among the sub-factors of mindfulness had positive effects on job satisfaction and organizational commitment. And job satisfaction partially mediated between the sub-factor of mindfulness and organizational commitment. In order for flight attendants to avoid habitual behaviors and to increase concentration while on duty, it is important to work together to remind one another of next step of service that immediately follows and complete a checklist at the end of each step of service.

• The Journal of the Korea Contents Association
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• v.10 no.7
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• pp.404-419
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• 2010

The purpose of this study is to investigate the causal relationship between cabin attendants' job stress level and job satisfaction, organization commitment and turnover intention in the airline service industry. The study was done by conducting a questionnaire research. 215 questionnaires were distributed to cabin attendants of airlines, and 198 questionnaires of which are utilized for data analysis. The collected questionnaires were analyzed using spsswin 12.0 and Amos 5.0 statistical package for the empirical and statistical analysis. The conclusions were as follows: Firstly, cabin attendants' job stress level had significant negative impact on job satisfaction, but the organization commitment seemed to have a positive impact on overall job satisfaction level. Secondly, job stress didn't affect cabin attendants' organization commitment. The result of the study indicates that there needs to be various way implemented by airline management to dissolve the airline's cabin attendant's overall job stress, in order for the attendants to be satisfied with their job and consequently preventing a high turnover rate in the cabin attendant crew. Finally, the limitations of the study and directions for the future research are presented.

• The Korean Journal of Air & Space Law and Policy
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• v.33 no.2
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• pp.291-314
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• 2018

In recent 3 years, Korea's low-cost airlines have expanded their areas of passenger transportation not only to domestic market but also to Japan, China, Southeast Asia and US territory as a total of 6 companies (8 airlines including small air operation business carriers). Currently, three more airlines have filed for air transportation business certification as future low-cost carriers, and this expansion is expected to continue. To cope with the aggressive airline operations of domestic and foreign low-cost carriers and to enhance their competitiveness, each low-cost airline is taking a number of strategies for promoting cabin service. Therefore, the workload of the cabin crew is increased in proportion to the expansion, and the fatigue directly connected with the safety task performance is increased. It is stipulated in the Enforcement Regulations of the Korea Aviation Safety Act that at minimum, one cabin crew is required per 50 passenger seating capacity, and all low cost carriers are boarding only the minimum cabin crew. Sometimes it is impossible for them to sit in a floor level emergency exit for evacuation, which is the main task of the cabin crew, and this can cause confusion among evacuating passengers in the event of an emergency. In addition, if one of the minimum cabin crew becomes incapacitated due to an injury or the like, it will become a serious impediment in performing emergency evacuation duties. Even in the normal situation, since it will be violating the Act prescription on the minimum cabin crew complement, passengers will have to move to another available airline flights, encountering extreme inconvenience. Annex 6 to the Convention on International Civil Aviation specifies international standards for the determination of the minimum number of cabin crew shall be based only on the number of passenger seats or passengers on board for safe and expeditious emergency evacuation. Thereby in order to enhance the safety of the passengers and the crew on board, it is necessary to consider the cabin crew's fatigue that may occur in the various job characteristics (service, safety, security, first aid)and floor level emergency exit seating in calculating the minimum number of cabin crew. And it is also deemed necessary for the government's regulatory body to enhance the cabin safety for passengers and crew when determining the number of minimum cabin crew by reflecting the cabin crew's workload leading to their fatigue and unavailability to be seated in a floor level emergency exit on low cost carriers.

• Journal of Convergence for Information Technology
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• v.10 no.8
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• pp.259-264
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• 2020

This study classified the hairstyle types of flight attendants in flight on A airline, the largest low-cost carrier in Asia. The cabin crew does not maintain a constant commute time, but the hairstyle will change with the diversification of commute time according to flight schedules. Therefore, in the case of a female cabin attendant, if there is a lot of time before going to work, a hairstyle such as a up hair style may be maintained. However, when you have less time to trim your hair, keep your daily hairstyle, such as one-length cuts and gradation cut, or keep your hair ponytail-like. The cabin crew maintains a variety of hairstyles, but the color of the hair prefers natural brown or slightly lighter dyeing, and the lighter hair due to excessive bleach is not preferred.

• Journal of Advanced Navigation Technology
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• v.13 no.1
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• pp.1-10
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• 2009

In this study, what effects corporate culture of airlines' flight attendants has on job satisfaction was analyzed and the following results were derived. First, it showed that flight attendants of airlines feel job satisfaction with the ability of handling works by themselves before supervisors order something, with the faith of supervisors that subordinates will be able to work well, and with being able to talk about difficulties of the company open-minded. Second, flight attendants inairlines showed different levels of recognition about corporate culture based on age, married or not, position and how long they have worked in the company. Especially, it showed a big difference by their positions. Third, looking into the effect demographical characters have on job satisfaction, it indicated that the higher the positions were, the higher job satisfaction was, and especially, compared that job satisfaction of flight attendants having 4-7 years' careers is low, that of the flight attendantsmore than 8 years is high.