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.

Cockpit crew pairing Pareto optimisation in a budget airline

Crew pairing is the primary cost checkpoint in airline crew scheduling. Because the crew cost comes second after the fuel cost, a substantial cost saving can be gained from effective crew pairing. In this paper, the cockpit crew pairing problem (CCPP) of a budget airline was studied. Unlike the conventional CCPP that focuses solely on the cost component, many more objectives deemed to be no less important than cost minimisation were also taken into consideration. The adaptive non-dominated sorting differential algorithm III (ANSDE III) was proposed to optimise the CCPP against many objectives simultaneously. The performance of ANSDE III was compared against the NSGA III, MOEA/D, and MODE algorithms under several Pareto optimal measurements, where ANSDE III outperformed the others in every metric.

PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION CABIN CREW MASKAPAI X DENGAN ORGANIZATIONAL COMMITMENT DAN INTENT TO STAY SEBAGAI VARIABEL MEDIASI [EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION OF AIRLINE CREW ON X AIRLINE WITH ORGANIZATIONAL COMMITMENT AND INTENT TO STAY AS THE MEDIATING VARIABLE]

<p>This study was conducted to determine the effect of job satisfaction on the turnover intention of airline crew on X airline with organizational commitment and intent to stay as the mediating variable. This study uses a quantitative method, using convenience sampling technique to determine the sample of airline X airline cabin crew throughout Indonesia who are still actively contracted and working for airline X, this airline is under the auspices of PT Lion Mentari Airlines. There were 85 cabin crew whose data were successfully collected through a questionnaire distributed on google form. The data that has been collected is processed with PLS SEM using program SmartPLS software. The results showed that job satisfaction has an influence on organizational commitment, organizational commitment has an influence on intent to stay, job satisfaction has an influence on turnover intention, and job satisfaction has an influence on turnover intention of airline crew cabin X with organizational commitment and intent to stay as the mediating variable. The managerial implication of this research suggests that airline X can make efforts to improve cabin crew job satisfaction in order to increase organizational commitment and intent to stay and reduce the turnover intention of cabin crew.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini dilakukan untuk mengetahui pengaruh kepuasan kerja terhadap <em>turnover intention cabin crew </em>maskapai X dengan <em>organizational commitment </em>dan <em>intent to stay </em>sebagai variabel mediasi. Penelitian ini menggunakan metode kuantitatif, dengan menggunakan teknik <em>convenience sampling </em>untuk penentuan sampel kepada para <em>cabin crew </em>maskapai penerbangan X di seluruh Indonesia yang masih aktif dikontrak dan bekerja di maskapai penerbangan X. Maskapai ini berada di bawah naungan PT Lion Mentari Airlines. Terdapat 85 <em>cabin crew </em>yang berhasil dikumpulkan datanya melalui kuesioner yang disebar dengan <em>google form</em>. Data yang telah dikumpulkan diolah dengan alat statistik<em> </em>PLS-SEM dengan program SmartPLS. Hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh terhadap <em>organizational commitment, organizational commitment</em> memiliki pengaruh terhadap <em>intent to stay</em>, kepuasan kerja memiliki pengaruh terhadap <em>turnover intention</em>, dan kepuasan kerja memiliki pengaruh terhadap <em>turnover intention cabin crew</em> maskapai penerbangan X dengan <em>organizational commitment</em> dan <em>intent to stay</em> sebagai variabel mediasi. Implikasi manajerial dari penelitian ini disarankan maskapai X dapat melakukan upaya untuk meningkatkan kepuasan kerja <em>cabin crew </em>supaya dapat meningkatkan <em>organizational commitment </em>dan <em>intent to stay </em>serta mengurangi tingkat <em>turnover intention </em>dari <em>cabin crew</em>.</p>

Aspects of airline crew rostering

Airline crew rostering is a complicated planning-type problem, and its objective is to assemble pairings into schedules that maximise the satisfaction levels of crews. The rostering process focuses on achieving a more balanced workload distribution among the crewmembers that allows designing rosters in the interest of the crew. The main purpose of the paper was to explain the fundamental aspects of airline crew rostering and its impact on crewmembers’ fatigue. Additionally, the research identified mitigation measures that airlines should make to combat or mitigate crewmembers’ fatigue when designing their rosters. The paper also allowed readers to understand the effects of fatigue on crew’s alertness and performance. The qualitative research methods (such as literature review) was used to understand the complexity of the airline crew rostering, the flight and duty time limitations, crew’s rest requirement and crewmembers’ fatigue. The survey was used as the quantitative research method to identify crewmembers’ satisfaction with their rosters that would help to optimise the rostering process. An online survey (using Google Forms) was distributed to potential respondents (experienced crewmembers) via email addresses and online platforms. Respondents were asked 18 close ended questions divided into two parts (demographic and operational experience). One hundred eleven responses were gathered, which showed that age plays a crucial role in crewmembers’ fatigue. In addition, cargo pilots are usually more dissatisfied with their rosters due to exhausting flight duty periods at nights.