座艙操作態度和組織文化：國內民航機師為例

An Exploration on Civil Pilots' Attitudes toward Cockpit Operations and Their Organizational Cultures

程千芳(Chian-Fang Grace Cherng) ； 何立己(Hero Ho)

《中華民國航空醫學暨科學期刊》 19卷1期 (2005/06) Pp. 5-17

https://doi.org/10.7011/JAMSRC.200506.0005

摘要

現今人為失誤之預防工作已進入組織文化期，本研究即針對國內民航機師對公司組織文化之認知和座艙操作態度進行分析，藉以反應國內民航操作安全文化之現況。再看，圍內自天空開放之後，部份的航空公司即聘雇外國機師，在多元文化之工作操作環境下，不同國籍文化或背景之機師，是否對於其公司組織文化和座艙操作態度持相同之認知，亦值得探討。
本研究共有五家民航公司之271位機師參與，他們回答共計33題含括組織文化和座艙態度之量表，其中男性佔有98.5%。若以國籍而言，本國籍佔約80.4%，外國籍則佔約19.6%。經由t檢定進行兩組比較，結果顯示：他們於33題項上之反應共有11項達統計上之顯著差異水準。除此之外，不同公司類型或不同背景之機師亦呈現出不同的組織文化和座艙態度認知。
本研究之結果建議：各家航空公司應重視國籍及各類背景機師在組織文化認同和座艙態度上的差異，作為公司人員訓練和組員資源管理之參考應用，期能促進文化間之互動，並增進人員之溝通與了解，進而提升飛航安全與操作表現。

關鍵字

組織文化 ； 飛航安全 ； 座艙文化 ； 民航機師

並列摘要

Introduction: Since human factors accounted for over 70% accidents in aviation, the importance of the pilots' characteristics as well as their organizational cultures in workplace were stressed. The main purpose of this study was to explore the civil pilots' attitudes toward their own organizational cultures in Taiwan. There were three sources of local civil pilots, including pilots transferred from military, pilots trained by civil airline companies, and foreign pilots. Therefore, local airline companies could be categorized into three cultural types, depending on the distribution of pilot numbers from various sources, one with the most pilots from military, the other with the most foreign pilots, and another with all three sources of pilots equal in number. The pilots' attitudes toward their own organizational culture were examined hereby. Methods: Two hundred and seventy-two civil pilots, from five airline companies with 98.5% of males, participated in this study. They were asked to respond on a 33-item questionnaire, consisting of questions spanning the organization value, organization climate, organizational commitment, and the pilot's cockpit attitudes. SPSS 10.1 v was employed to analyze the differences in these items. Results: Civil pilots, from variant nationality, flight training experience, and organizational culture, all exhibited distinctive attitudes toward their organizational cultures and the cockpit management. Conclusions: The results suggest that each organizational culture seems to manifest both positive and negative impact on the pilots' operations or thoughts. As such, when the human factor trainings are concerned, there is less likely an ideal organizational culture. In fact, each organization ought to understand and consider its own strengths and weaknesses. Establishing an interactive organizational operational system, identifying its own hazards and designing its own suitable aviation safety program were suggested in this regard.

並列關鍵字

flight organizational culture ； flight safety ； cockpit attitudes