Thesis (M.P.H.)--University of Texas Health Science Center at Houston, School of Public Health, 2008. / Source: Masters Abstracts International, Volume: 46-06, page: 3262. Adviser: John R. Herbold. Includes bibliographical references.

Thesis (Ph. D.)--West Virginia University, 2009. / Title from document title page. Document formatted into pages; contains x, 431 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 416-431).

Zugl.: Neubiberg, Univ. der Bundeswehr München, Diss., 2006

Given the high-risk nature of military flight operations and the significant resources required to train U.S. Naval Aviation personnel, continual improvement is required in the selection process. In addition to general commissioning requirements and aeromedical standards, the U.S. Navy utilizes the Aviation Selection Test Battery (ASTB) to select commissioned aviation students. Although the ASTB has been a good predictor of aviation student performance in training, it was proposed that incremental improvement could be gained with the introduction of novel, computer administered performancebased measures: Block Rotation (BRT) and a Navy-developed Compensatory Tracking task. This work constituted an initial validation of the BRT, an interactive virtual analog of Shepard-Metzler’s (1971) Mental Rotation task that was developed with the intention of quantifying mental rotation and psychomotor ability. For Compensatory Tracking, this work sought to determine if data gathered concord with results in extant literature, confirming the validity of the task. Data from the BRT were examined to determine task reliability and to formulate relevant quantitative/predictive performance human models. Results showed that the BRT performance is a valid spatial ability predictor whose output can be modeled, and that Compensatory Tracking task data concord with the psychometric properties of tracking tasks that have been previously presented in the literature.

Thesis (MBA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The South African Air Force (SAAF) is loosing pilots at an alarming rate and if not addressed with a matter of urgency will become the most critical problems facing the Air Force in the future. This study analyses the problem in comparison to other Air Forces, and how airline hiring and lack of Air Force leadership are contributing to the current situation. Employee retention is a problem inherent in most organisations. The study also examines the reasons that motivate employees to leave any organisation and what world-class organisations are doing to reduce employee turnover. This is used as a logical starting point towards finding a long-term solution as to how the Air Force can retain its pilots. This solution includes increasing pay, dealing with quality of life issues and by examining job and career issues. The paper concludes that the implementation of a multi-faceted solution will allow the Air Force and other organisations to retain its essential core of pilots/employees in spite of increased competition from other employers. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse Lugmag (SALM) verloor tans sy vlieëniers teen 'n hewige tempo, en as hierdie toestand nie dadelik en met erns aangespreek word nie, sal dit seer sekerlik die mees kritiese probleem word wat die SALM in die toekoms in die gesig sal staar. Hierdie geskryf staan te doel om die probleem te analiseer vergelyke te trek met ander Lugmagte, asook hoe lugredery aanstellings en die te kort aan Lugmag leierskap die huidige situasie vererger. Werknemer retensie is 'n inherente probleem in meeste organisasies. Hierdie studie ondersoek verder, die redes wat werknemers motiveer om 'n betrokke organisasie te verlaat, asook wat wêreldklas organisasies tans doen om werknemer omset te verminder. Dit word dan as 'n logiese vertrekpunt gebruik om 'n langtermyn oplossing te vind waarmee die SALM sy vlieëniers sal kan behou. Die oplossing sluit in verhoogde en meer kompeterende salaris pakkette, beter hanteering van kwessies met betrekking tot die standaard van lewensgehalte asook die ondersoek na beter werksomstanighede en loopbaan moontlikhede. Die geskryf sluit af met die gevolgtrekking dat slegs die implementering van 'n multi-faset oplossing die SALM, en ander organisasies, in staat sal stel om sy/hulle essensiële kern van vlieëniers/werknemers te behou, ten spyte van verhoogde kompetisie van ander werkgewers.

This study examines the differences between the skills and competencies of New Zealand flight school graduates and the types of skills and competencies believed to define a proficient air transport pilot. In New Zealand the training of professional pilots is directed towards meeting the requirements laid down by the New Zealand Civil Aviation Authority for the licensing of professional pilots. However, some evidence suggests that competence for licensing purposes does not necessarily meet the requirements of the airlines and the types of skills that they require as a prerequisite to airline training. Although not clearly defined, this shortfall has been recognised for several decades and traditional thinking is that extra flying experience gained as a general aviation pilot will develop the skills necessary for entry into airline pilot training. The importance that pilots of differing experience levels attach to technical and non-technical skills and their perception of the training effectiveness of those skills and how deficiencies in those skills contributed to aircraft accidents was explored by a four stage study including: i) a review and analysis of flight test results obtained from graduate pilots on a university air transport pilot programme; ii) the analysis of responses to questionnaires supplied to three pilot groups within the New Zealand aviation industry; iii) the analysis of air transport aircraft accidents and their primary and contributing causes; and iv) interviews with qualified airline pilots working for New Zealand airlines. The results indicated that throughout the spectrum of experience and qualifications, from student pilot to airline pilot, the technical skill of aircraft handling was highly valued and the training in this skill was considered by all pilots to be satisfactory. In contrast, while non-technical skill deficiencies were found to be primary or contributing factors in many aircraft accidents, less importance was attached to non-technical skills by all pilot groups. The training effectiveness of these skills was rated as only moderately effective or of minimal effectiveness. The findings are discussed and recommendations are made for the improvement of basic flight training. In addition, a model is proposed for the fast tracking of flight school graduates into the airline training schools. Several areas for future research are also proposed.

The recent emphasis on Affirmative Action policies in South African corporations has illuminated the issue of cultural diversity in organizations and the difficulties arising from this transition and change. One such difficulty is the problem of intercultural communication where miscommunication can have life-threatening consequences. This problem is particularly critical in the operational environment of the passenger aircraft flight deck where small group factors, as well as intercultural issues must be taken into account. In this thesis the problem of intercultural communication in such contexts as a consequence of Affirmative Action is examined. The data for this thesis comprises the communication of five culturally diverse flight crews. A multi-method was used for the gathering and analysis of this data. This involved the use of video-taped flight simulator sessions, and personal interviews with each crew member. The subjects themselves were involved in identifying key communication problems from the video and interpretation of the data. Three levels of analysis were used in the interpretation of the findings - the individual, the group and the organization. The factors which affected communication at each level in the small, culturally diverse group are highlighted. Furthermore, factors which influence the climate in which communication takes place are also considered. The implications for Affirmative Action are discussed.

The recent emergence and growth of the regional airlines in the United States has placed a strain on the supply of pilots that are needed for staffing scheduled flights. This present pilot shortage is presenting challenges for 2-year colleges and 4-year universities with aviation programs to produce more pilot graduates in less time to meet the staffing demands made by the regional airlines. With this shortage, the pressing issues of how to train and hire qualified pilots to fly technologically advanced regional airline jet aircraft have forced the industry to demand more aviation skills from a shrinking market of aviation pilot candidates. Colleges and universities with aviation programs have been forced to compete with outside private aviation schools on a larger scale in the training of collegiate students for airline employment opportunities. The primary purpose of this study was to expose any inadequacies in the higher-education aviation curricula and to propose changes needed to better qualify aviation students in the hiring process at regional air carriers. This study concentrated on the principle that higher education is necessary for advancing a pilot's aptitudes and abilities to perform the highly technical tasks of a professional pilot in a regional airline environment. The avenues of obtaining aviation experience along with flight certificates and ratings in an academic environment from 2-year colleges and 4-year universities with aviation programs is examined, along with qualifying these schools with the criteria regional airlines expects from new pilots hired. A survey was used to poll the pilots from two regional airlines that were based in Texas. By analyzing the responses from the returned surveys, the quality of training that existed in higher education aviation programs was revealed. The study confirmed the value of advising a path of higher education for students embarking on an aviation career as a pilot for a regional airline. The study concluded that 2-year colleges and 4-year universities with aviation programs are meeting the present demands made by the regional airlines.

The sample comprised 92 candidates who have completed the Ground School Phase of the trainee pilot training programme. The independent variables are Raven's Advanced Progressive Matrices Test, the Blox Test and the Vienna Determination Test. The dependent variable is the candidates' results after the Ground School Phase of their training. The results indicated that only the Advanced Ravens test and the Vienna Determination test (Phase 3} correlate positively with the Ground School Phase results of the candidates. The current battery emphasises cognitive abilities and psycho-motor functioning and does not cover personality traits of prospective candidates. It is recommended that new instruments are included (to cover the measurement of personality traits), that the sample size should be increased by promoting pilot training among previously disadvantaged students and that the current pilot profile should be updated as a matter of urgency. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

The sample comprised 92 candidates who have completed the Ground School Phase of the trainee pilot training programme. The independent variables are Raven's Advanced Progressive Matrices Test, the Blox Test and the Vienna Determination Test. The dependent variable is the candidates' results after the Ground School Phase of their training. The results indicated that only the Advanced Ravens test and the Vienna Determination test (Phase 3} correlate positively with the Ground School Phase results of the candidates. The current battery emphasises cognitive abilities and psycho-motor functioning and does not cover personality traits of prospective candidates. It is recommended that new instruments are included (to cover the measurement of personality traits), that the sample size should be increased by promoting pilot training among previously disadvantaged students and that the current pilot profile should be updated as a matter of urgency. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)