碩士 / 國立臺北科技大學 / 高階管理碩士雙聯學位學程 / 107 / In the aviation industry, the first-line manpower includes the pilots and cabin crews, who are generally considered the main human resources for an airline. However, due to its special industry characteristics, the aviation industry has long been in a gridlock, with employers and employees usually finding themselves at a loggerheads with each other.
Recently, with the advent of a multiple of disputes, along with the set up of Taoyuan Flight Attendants Union, a trade union that successfully united the centripetal force of the members, on June 24, 2016, under the leadership of the flight attendant professional trade union, the Chinese aviation cabin crew members were launched to strike, thereby setting an unprecedented case for flight attendants to exercise the right to strike in the history of the domestic aviation industry. The company's operations and profit and loss, passenger rights and interests are also deeply affected.
Thanks to the negotiated agreement during the strike, the company is expected to increase huge labor costs in the near future, and might lead to group effects among pilots or ground staff.
Considering the professionalism and particularity of the working attributes of the cabin crew, an airline needs to invest in a large amount of training funds, which are extremely important considerations for an airline in terms of training costs and manpower allocation.
Apart from the attempt to understand the occupational suitability of the newly recruited cabin crew, exploring the intrinsic motivation of the current cabin crew, and having relative planning and countermeasures are important considerations as well.
This study aims to shed lights on the internal motivation of cabin crew members and to explore their job satisfaction index, employing Enthusiasm Quotient Theory for deeper analysis. The researcher recruited current cabin members as the research subjects. The findings of this empirical study found that the professional ability of the cabin crew members includes three factors, namely, professional knowledge, professional skills and professional attitudes, each of which interacts with one another and affect the specific human performance.
The presence of the cabin crew’s internal motivation are key to cause attention and job involvement, which thereby affect their job satisfaction and work attitude.
In addition to avoiding the dilemma of strikes and maintaining the harmony between employers and employees, the airlines still need to arouse the cabin crew’s enthusiasm. This goal could be effectively attained through education training and experience transform. Internal motivation speaks volumes in this regard. It is necessary for high-performance team leaders and team members to maintain or enhance the inner enthusiasm and motivation of the cabin crew through management.
In the final part if this study is provided a reference for the airlines to gain a deeper understanding of the intrinsic enthusiasm and motivation of the cabin crew, in the hope of serving as the stepping stone for the subsequent researchers to do more follow-up researches in the future.
| Identifer | oai:union.ndltd.org:TW/107TIT0045E014 |
| Date | January 2019 |
| Creators | LEE,FANG-YU, 李芳瑜 |
| Contributors | TSAI,JUNG-FA, 蔡榮發 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 97 |
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