Zweite Studienarbeit Hochschule für Angewandte Psychologie Zürich, 2004.

Doctor of Philosophy(PhD) / This thesis maps the sixty year history of the Qantas flight attendants’ uniform. It figures the Qantas uniform as a prism through which to explore a history of modern Australian fashion and design, and the social and cultural web that gives life to the image of the Qantas flight attendant, rather than a history of the airline itself. Qantas, with its humble origins in the rural town of Longreach, Queensland, became the national carrier when it combined interests with Britain’s Imperial Airways to form Qantas Empire Airways in 1934. From the time the first female Qantas flight hostess appeared on board in 1948, the aircraft aisle became a 'catwalk for the image-makers'. It is particularly important to the role of the flight hostess, later the flight attendant, that the dress of the cabin crew, although clearly defined as uniforms, also responded to current fashion from the beginning of this history. Although the story of Qantas has been well documented, this thesis will focus on the uncharted area of the evolving design history of flight uniforms from the clinical white dress of the 1940s, through the military designs of the 1950s and the synthetics and stilettos of the 1960s, right through to the corporate designs of the present day. The analysis of such corporate design is a relatively new field. This study uses the flight attendants’ uniform to chart the links between the Australian fashion and textile industry and with militarism, versions of Australian nationalism and cosmopolitanism, the corporate world and the role of international designers in Australian design history. While the method of this thesis is largely archival, meticulously detailing the changing facets of the Qantas uniforms and unfolding those details into an engagement with these historical context, there are other theoretical influences on this study. In particular, it is underpinned by the ‘semiotics of uniformity’ drawn from fashion and design studies and by an equal focus on discourse analysis. The flight hostess’s uniform was always a complex ‘articulation of discourses’ as national image had to be played off against international trends, dominant and emerging gender norms, and the language of professional 'decorum' for people with high levels of responsibility and public exposure. Across each of these registers, the frisson of glamour was also a factor, morphing across this history from images of modernism and internationalism via the quasi-erotics of uniform fetishism into ‘postmodern’ performativity.

Doctor of Philosophy(PhD) / This thesis maps the sixty year history of the Qantas flight attendants’ uniform. It figures the Qantas uniform as a prism through which to explore a history of modern Australian fashion and design, and the social and cultural web that gives life to the image of the Qantas flight attendant, rather than a history of the airline itself. Qantas, with its humble origins in the rural town of Longreach, Queensland, became the national carrier when it combined interests with Britain’s Imperial Airways to form Qantas Empire Airways in 1934. From the time the first female Qantas flight hostess appeared on board in 1948, the aircraft aisle became a 'catwalk for the image-makers'. It is particularly important to the role of the flight hostess, later the flight attendant, that the dress of the cabin crew, although clearly defined as uniforms, also responded to current fashion from the beginning of this history. Although the story of Qantas has been well documented, this thesis will focus on the uncharted area of the evolving design history of flight uniforms from the clinical white dress of the 1940s, through the military designs of the 1950s and the synthetics and stilettos of the 1960s, right through to the corporate designs of the present day. The analysis of such corporate design is a relatively new field. This study uses the flight attendants’ uniform to chart the links between the Australian fashion and textile industry and with militarism, versions of Australian nationalism and cosmopolitanism, the corporate world and the role of international designers in Australian design history. While the method of this thesis is largely archival, meticulously detailing the changing facets of the Qantas uniforms and unfolding those details into an engagement with these historical context, there are other theoretical influences on this study. In particular, it is underpinned by the ‘semiotics of uniformity’ drawn from fashion and design studies and by an equal focus on discourse analysis. The flight hostess’s uniform was always a complex ‘articulation of discourses’ as national image had to be played off against international trends, dominant and emerging gender norms, and the language of professional 'decorum' for people with high levels of responsibility and public exposure. Across each of these registers, the frisson of glamour was also a factor, morphing across this history from images of modernism and internationalism via the quasi-erotics of uniform fetishism into ‘postmodern’ performativity.

The purposes of this study are to explore flight attendants¡¦: (1) the effect of personal characteristic to emotional intelligence, service attitude and withdrawal behaviors; (2) the relationship among emotional intelligence, service attitude, and withdrawal behaviors; (3) the mediating effect between emotional intelligence and withdrawal behaviors through service attitude. For this research, according to the 232 valid returned questionnaires from the native flight attendants of China Airlines, the results of the study are as follows: 1.Partial personal characteristic has a significant influence on emotional intelligence, service attitude and withdrawal behaviors. 2.Emotional intelligence is significantly positive related to service attitude. 3.Emotional intelligence has a significant negative influence on withdrawal behaviors. 4.Service attitude has a significant negative influence on withdrawal behaviors. 5.Service attitude has a partial mediating effect between emotional intelligence and withdrawal behaviors. Finally, the suggestion has been offered to the managerial level of the airlines and others researchers.

The aim of this master„s thesis is detailed study of multipilot airliner?s crew in sence of optimalization of its actions, which is known as Crew Resource Management (CRM). This paper shows what is the main purpose of CRM through the air crash investigations and human factor analysis. According to this findings, the last chapter presents problems of flight crew planning and personnel selection.

While worldwide the flight industry was increasing in the last decade, little is known about the working environment of pilots and flight attendants. This paper aims to develop a deeper understanding based on the theories of loyalty, self-loyalty, commitment, and motivation for pilots and flight attendants in the low-cost segment and the carrier segment in the flight industry. A qualitative study with a semi-structured interview is provided. In total, three pilots and three flight attendants who work for a low-cost airline and carrier airlines from all over the world were interviewed. The findings show that a differentiation between before the COVID 19 pandemic and during COVID 19 has to be made. Before COVID 19, pilots were almost satisfied with their working conditions whereas flight attendants felt their working conditions could have been improved in terms of better wages. However, during the COVID 19 time, both the flight attendants and pilots are afraid of losing their job. Due to COVID 19, many flights were cancelled which might have an impact on the flight industry in the future. My studies open up possibilities for new research in the future about the transformation of the flight industry after COVID 19.

A Organização Mundial da Saúde (OMS) considera que os transtornos mentais menores, que incluem depressão e ansiedade, afetam aproximadamente 30% dos trabalhadores. Objetivo: Verificar a freqüência, e a taxa de prevalência de transtornos mentais entre Comissários de Bordo afastados das atividades profissionais. Métodos: Foram analisados os prontuários de 648 comissários de bordo, 105 homens e 543 mulheres, que realizaram perícia durante um período de cinco anos e receberam como parecer de afastamento pelo menos um diagnóstico do agrupamento F00-F99 da CID- 10, associado ou não a doença ou transtorno orgânico. Resultados: Comissários de Bordo ingressam cedo no mercado de trabalho (50,5 por cento dos homens e 70,5 por cento das mulheres recebem sua certificação profissional entre os 18 e os 22 anos), e também adoecem cedo (81,9 por cento dos homens até os 41 anos; 84,3 por cento das mulheres até os 35 anos), em média após 10 anos de trabalho (11,9 anos para homens, 9,4 anos para mulheres). Os diagnósticos mais freqüentes como causa de afastamento foram, pela ordem, F32 episódios depressivos (44,5 por cento homens; 35,49 por cento mulheres), e F41 outros transtornos ansiosos (20,1 por cento dos homens; 22,9 por cento das mulheres). Discussão e Conclusão: As mulheres adoecem mais ced por cento o do que os homens, e são afastadas do trabalho principalmente por episódios depressivos. Os homens são afastados principalmente devido a transtornos ansiosos. Os dados concordam com a literatura, que aponta menor número de homens diagnosticados com transtornos mentais menores. A maior freqüência desses transtornos entre Comissários de Bordo, em comparação com as demais categorias profissionais, pode se dever a fatores associados à organização do trabalho e a fatores psicossociais do trabalho, mas os dados coletados neste estudo não permitiram verificar essa hipótese. / According to the World Health Organization (WHO), minor mental disorders, which include depression and anxiety, affect about 30 per cent of workers. Objective: To verify the frequency and the prevalence index of mental disorders among Flight Attendants withdrawn from their work. Methods: The electronic files of 648 flight attendants 105 male and 543 female were analyzed. They were evaluated during a 5-year delay, and were withdrawn from work due to at least on diagnostic of group F00-F99 of IDC-10, associated or not to organic disease(s) or condition(s). Results Flight Attendants begin to work early: 50.5 per cent of males and 70.5 per cent of females get their professional certification between 18 and 22 years old, and also get sick early: 81.9 per cent of males up to 41 years old; 84.3 per cent of females up to 35 years old, and after 10 years of work, approximately: 11.9 years for males, 9.4 years for females. The most frequent diagnostics registered as cause of withdrawn from work were F32 Depressive episode (44.5 per cent of males; 35.5 per cent of females), and F41 Other anxiety disorders (20.1 per cent of males; 22.9 per cent of females). Discussion and Conclusion: Women get sick sooner than men, and are withdrawn from work mostly due to depressive episodes. Men are withdrawn from work mostly due to anxiety disorders. The data agrees with the literature, which points out a smaller number of males diagnosed with minor mental disorders. The larger frequency of these disorders among Flight Attendants, in comparison with other professional groups, might be due to factors linked to the work organization and psychosocial factors of the job, but the data collected in this study did not allow to verify this hypothesis.

A Organização Mundial da Saúde (OMS) considera que os transtornos mentais menores, que incluem depressão e ansiedade, afetam aproximadamente 30% dos trabalhadores. Objetivo: Verificar a freqüência, e a taxa de prevalência de transtornos mentais entre Comissários de Bordo afastados das atividades profissionais. Métodos: Foram analisados os prontuários de 648 comissários de bordo, 105 homens e 543 mulheres, que realizaram perícia durante um período de cinco anos e receberam como parecer de afastamento pelo menos um diagnóstico do agrupamento F00-F99 da CID- 10, associado ou não a doença ou transtorno orgânico. Resultados: Comissários de Bordo ingressam cedo no mercado de trabalho (50,5 por cento dos homens e 70,5 por cento das mulheres recebem sua certificação profissional entre os 18 e os 22 anos), e também adoecem cedo (81,9 por cento dos homens até os 41 anos; 84,3 por cento das mulheres até os 35 anos), em média após 10 anos de trabalho (11,9 anos para homens, 9,4 anos para mulheres). Os diagnósticos mais freqüentes como causa de afastamento foram, pela ordem, F32 episódios depressivos (44,5 por cento homens; 35,49 por cento mulheres), e F41 outros transtornos ansiosos (20,1 por cento dos homens; 22,9 por cento das mulheres). Discussão e Conclusão: As mulheres adoecem mais ced por cento o do que os homens, e são afastadas do trabalho principalmente por episódios depressivos. Os homens são afastados principalmente devido a transtornos ansiosos. Os dados concordam com a literatura, que aponta menor número de homens diagnosticados com transtornos mentais menores. A maior freqüência desses transtornos entre Comissários de Bordo, em comparação com as demais categorias profissionais, pode se dever a fatores associados à organização do trabalho e a fatores psicossociais do trabalho, mas os dados coletados neste estudo não permitiram verificar essa hipótese. / According to the World Health Organization (WHO), minor mental disorders, which include depression and anxiety, affect about 30 per cent of workers. Objective: To verify the frequency and the prevalence index of mental disorders among Flight Attendants withdrawn from their work. Methods: The electronic files of 648 flight attendants 105 male and 543 female were analyzed. They were evaluated during a 5-year delay, and were withdrawn from work due to at least on diagnostic of group F00-F99 of IDC-10, associated or not to organic disease(s) or condition(s). Results Flight Attendants begin to work early: 50.5 per cent of males and 70.5 per cent of females get their professional certification between 18 and 22 years old, and also get sick early: 81.9 per cent of males up to 41 years old; 84.3 per cent of females up to 35 years old, and after 10 years of work, approximately: 11.9 years for males, 9.4 years for females. The most frequent diagnostics registered as cause of withdrawn from work were F32 Depressive episode (44.5 per cent of males; 35.5 per cent of females), and F41 Other anxiety disorders (20.1 per cent of males; 22.9 per cent of females). Discussion and Conclusion: Women get sick sooner than men, and are withdrawn from work mostly due to depressive episodes. Men are withdrawn from work mostly due to anxiety disorders. The data agrees with the literature, which points out a smaller number of males diagnosed with minor mental disorders. The larger frequency of these disorders among Flight Attendants, in comparison with other professional groups, might be due to factors linked to the work organization and psychosocial factors of the job, but the data collected in this study did not allow to verify this hypothesis.

航空業空勤組員適用勞基法第八十四條之一過去至今爭議不斷，而2016年華航空服員罷工行動的七大訴求中空勤組員回歸勞基法的議題再次被提出討論，時至今日這項訴求尚未獲得航空公司與政府的正面回應，抗爭凸顯台灣空勤組員可能存在工作時間過長且休息不足的問題。因此本研究首先探討國際勞動公約、台灣與日本的工時適用例外法理，而後透過深度訪談了解空勤組員的工時狀況與勞基法第八十四條之一的實施現況而提出立法政策的建議，最後，再參考日本的航空公司的營運經驗，分析本文所提出的立法政策是否具有可行性。 本文經由工作時間法理的探討，認為我國的空勤組員並不完全符合工時適用例外法理的要件，簡言之，不該將全數組員納入勞基法第八十四條之一的適用對象，既使政府基於企業的需求，允許單一航段工作時間超過十二小時的越洋航線可以適用勞基法第八十四條之一，那對於適用對象與執行的勤務應有明確的限制，只有經營國內線與區域航線的公司既該排除於適用對象之外，而非將所有空勤組員納入勞基法第八十四條之一，此外，必須嚴格落實同法第二項的但書規定，不得讓勞資雙方訂定有損勞工健康與福祉的勞動條件，或者透過立法進一步要求雇主應主動提供維護健康的措施，以確保勞工在長工時的情況下，仍然可以維持健全的身心狀態。 關於立法政策建議的可行性，從日本的經驗可得而知，既使空勤組員回歸勞基法，飛航勤務仍然可以順利運作，且有機會減少因將所有組員納入勞基法第八十四條之一而徒增的人事成本，對於公司而言可以獲得較佳的勞務成效進而提升飛航安全，同時又可以消除空勤組員過勞所產生的壓力與改善勞資關係。 / There is a huge controversy over the flight crew applying to Article 84-1 of the Labor Standards Law. In the seven demands of China Airlines flight attendant strike in 2016, the issue of flight crew applied to Labor Standards Law was again discussed. Now this appeal has not yet received a positive response from the airlines and the government. The protests highlight that Taiwan's flight crew may have problems with long working hours and lack of rest. Therefore, the first part of this study is to understand the working hours of flight crew and implementation status of Article 84-1 of Labor Standards Law. According to the International Labor Convention, Taiwan and Japan's theories of working hours, then propose legislative policy. Finally, reference to the Japanese airline's operating experience, whether the legislative policy proposed in this article is feasible. According to theories of working hours, think the flight crew do not meet the requirements of Article 84-1 of the Labor Standards Law. It should not be included in the application of Article 84-1 of the Labor Standards Law. Even if the government is based on the needs of the business, let a single section of the working hours of more than 12 hours of cross-ocean routes applying to Article 84-1 of the Labor Standards Law. There should be a clear limitation on the applicable object and the service to be performed. Exclude companies that operate only domestic and regional routes. In addition, the provisions of Article 84-1.(2) of the Labor Standards Law must be strictly implemented. It is forbidden for employers and employees to set conditions for working that impair the health and well-being of workers. Or through legislation further require employers should take the initiative to provide health maintenance measures. To ensure that workers can still maintain a healthy physical and psychological condition when they are long working hours. On feasibility of legislative proposals, even if flight crew apply the Labor Standards Law, flight service can still operate smoothly, it is known from Japan's experience. And have the opportunity to reduce personnel costs, because all of the flight crew applying to Article 84-1 of the Labor Standards Law. For the company can get better service performance and thus enhance flight safety. At the same time, it can eliminate the pressure caused by overwork of flight crew and improve the labor-capital relations.

Made available in DSpace on 2011-05-04T12:36:23Z (GMT). No. of bitstreams: 0 Previous issue date: 2009 / Esta dissertação teve como objetivo conhecer o trabalho das comissárias de voo numa perspectiva social no que diz respeito à interface entre a família e o trabalho com ênfase nas relações de gênero e na organização temporal do trabalho. Nosso interesse foi estudar uma atividade exercida em turnos irregulares (dias e horários de trabalho variáveis) e como a partir dessa realidade essas mulheres gerenciam as imbricações entre as dimensões família e trabalho. Para empreender esse estudo fizemos uma pesquisa com um grupo de sete comissárias que são mães, que foram reinseridas no mercado após a falência da empresa em que atuavam. O percurso metodológico se baseou na descrição das escalas de voo, ressaltando a distribuição dos tempos de trabalho e não trabalho e na análise das entrevistas. Estas foram desenvolvidas com o objetivo de apreender a fala dessas trabalhadoras, ganhando caráter de conversação, buscando obter informações sobre as condições de vida, de trabalho e das implicações da atividade sobre a vida social e familiar, dentro de uma abordagem qualitativa, para melhor compreender a vivência das comissárias nesse universo. Utilizamos, para guiar nossa conversação, algumas categorias operacionais como, (ir)regularidade temporal (onde se inscreve a imprevisibilidade), trabalho em turnos irregulares e interferência mútua dos domínios trabalho/casa, como itens centrais para investigação do nosso objeto de estudo. As entrevistas foram realizadas em duas etapas. Na segunda etapa, utilizamos essas categorias buscando focar na descrição das escalas de voo na medida em que esse elemento se revelou como central na primeira fase do estudo. Os resultados apontam uma forte influência do momento de transição para uma nova empresa que implicou a adaptação a uma nova organização de trabalho que acentuou alguns conflitos na interface família-trabalho. Aspectos gratificantes do trabalho também foram ressaltados, desmistificando um possível caráter de vitimização da situação vivida por essas mulheres no que tange aos efeitos do trabalho sobre as relações familiares. Considerando os resultados obtidos na pesquisa e a escassez de informações sobre as relações saúde-trabalho neste grupo, ressaltamos a necessidade de um aprofundamento das análises aqui realizadas. / purpose of this dissertation was to gain insight of the social aspects in a stewardess‟ job, especially in regards to gender relationships and temporal organization of job-related tasks. We were particularly interested in evaluating how female flight attendants were able to conciliate their irregular work schedule (with varying date and time schedules) and work-related functions with their family responsibilities. To perform the study, we interviewed a group of seven stewardesses, who were mothers, and had lost their jobs when their company first filled for bankruptcy but were reinstated into their positions at a later date. The process of data analysis focused on evaluating available flight schedule information; especially, the distribution between time spent airborne and time spent off work, and any relevant information provided by the study subjects during the interviews. The work attempted to capture the employees‟ thoughts and concerns through conversations with the study subjects, gathering information on living and working conditions, and the qualitative implications of their work activities on their social and family life to understand. The overall intent was to get an understanding of the stewardesses‟ life as affected by their work environment. In our conversations, operational categories discussed included the irregular work schedules, and the interdependency between work and private life as a major focus of this investigation. The interviews took place in two phases. In the second phase, the interviews were mostly focused on describing the flight schedules as that turned out to be a central issue based on data collected in the first phase of the study. The results showed new organizational directives upon company restructuring as a major issue causing work-home conflicts. The rewarding aspects of the work were also noted, demystifying potential effects of work victimization on their personal lives. Altogether, the data collected herein, in addition to the scarce availability of data in the literature on work-health relationship for this particular study group warrants further evaluation.