The Key to Sustainable Growth of Airlines: The Safety Orientation of Cabin Crew

Hyungryong Lee,Soyoung Lee J-INSTITUTE 2022 International Journal of Crisis & Safety Vol.7 No.2

Purpose: The cabin crew's in-flight work consists of safety and security-related tasks and requires specialized knowledge. With the popularization of air travel, the importance of safety-related work for cabin crew is becom-ing more and more important. Therefore, it is time to consider the work of cabin crew from a safety-oriented point of view and study to clarify the duties of cabin crew. The purpose of this study is to examine the effect of cabin crew knowledge pursuance on work self-efficacy and safety orientation, and the effect of cabin crew job regulation on work self-efficacy and safety orientation. The mediating effect of work self-efficacy is also verified. Method: The questionnaire, targeting Korean staff working as flight attendant in domestic and overseas airline companies, has been carried out for this study, and on-line questionnaire has been processed as to maximize their participation. In this study, the hypothesis was verified through a structural equation model using 22 observa-tional variables and 4 latent variables whose reliability and validity were confirmed through the evaluation of the measurement. Results: First, both knowledge pursuance and job regulation have a significant effect on the work self-efficacy of airline cabin crew. Second, knowledge pursuance had a significant effect on safety orientation, but job regula-tion had no significant effect on safety orientation. Third, work self-efficacy has a significant effect on safety orientation. Fourth, work self-efficacy is partially mediated in the relationship between knowledge pursuance and safety-orientation of airline cabin crew. Fifth, work self-efficacy is completely mediated in the relationship between job regulation and safety orientation of airline cabin crew, and the mediating effect is statistically sig-nificant. Conclusion: Cabin crew's efforts to continuously acquire and maintain professional knowledge on the overall safety of aircraft and safety for each aircraft type are important factors that enable the professionalism of the cabin crew. Safety knowledge and safety motivation play an important role as antecedent variables for carrying out safety behaviors consisting of safety compliance and safety participation. Proposals for various programs that allow indirect experience of safety-related situations include in-house safety seminars, easy-to-use VR-based safety accident and incident case, and constructive individual feedback. This training method will provide an op-portunity for cabin crew to gain confidence in their ability to respond well to a variety of safety-related accidents and accidents based on their aviation-related safety knowledge.

국제항공운송 승무원의 일상적 노무제공지

권창영,김선아 한국항공우주정책⋅법학회 2019 한국항공우주정책·법학회지 Vol.34 No.1

국제항공운송에 종사하는 승무원은 업무의 성격상 여러 나라에서 근로를 제공하게 된다. 국제사법에 의하면 일상적 노무제공지는 국제근로계약의 준거법 결정(제28조 제2항), 국제재판관할의 결정(제28조 제3항, 제4항)에서 중요한 역할을 수행한다. 일상적 노무제공지는 국제재판관할과 준거법의 결정을 위하여 EU에서 제창된 개념으로, 국제항공법에서 항공안전을 확보할 목적으로 승무원의 피로관리를 위해 도입된 개념인 모기지(母基地)와 입법목적이 서로 달라, 일상적 노무제공지와 모기지는 같은 개념이라고 볼 수 없다. 승무원의 일상적 노무제공지를 결정하기 위해서는 (i) 승무원이 근무를 시작하고 종료하는 곳, (ii) 승무원이 업무를 수행하는 항공기가 주로 주기(駐機)된 곳, (iii) 사용자가 전달한 지시사항을 알게 되고 근무활동을 조직하는 곳, (iv) 근로계약상 승무원이 거주할 의무가 있는 곳, (v) 사용자가 제공하고 승무원이 사용할 수 있는 사무실이 있는 곳, (vi) 승무원이 업무에 부적합하거나 징계사유가 발생할 때 참석할 의무가 있는 곳 등을 종합적으로 고려하여야 한다. 그런데 위에서 열거한 사항은 모두 모기지 소재지와 동일하므로, 승무원의 일상적 노무제공지를 결정할 때 모기지를 가장 중요한 요소로 고려하는 것이 타당하다. 이와 달리 기적국을 일상적 노무제공지로 보아서는 안 된다. 대상사안에서 CJEU는 국제항공운송에 종사하는 객실승무원의 일상적 노무제공지에 관하여 최초로 판단기준을 제시하였는바, 이는 우리나라 국제사법의 모범이 되었던 브뤼셀 규정의 해석이므로, 국제항공운송 승무원에 관하여 국제사법상 일상적 노무제공지의 개념을 이해하는데 많은 도움이 될 것으로 보인다. Crew members engaged in international air transportation provide work in many countries due to the nature of their work. According to the Private International Act, the place where the employee habitually carries out his/her work plays an important role in the determination of the governing law of the international labor contract (Article 28, Paragraph 2) and in the decision of international jurisdiction (Article 28, Paragraphs 3 and 4). The concept of the place where the employee habitually carries  out his/her work was proposed by the EU to determine international jurisdiction and governing law. In international aviation law, the legislative purpose of the place where the employee habitually carries out his/her work is different from that of home base, which is a concept introduced for fatigue management of the crew in order to secure the aviation safety; thus the place where the employee habitually carries out his/her work and home base are not the same concept. In order to determine the place where the employee habitually carries out his/her work, following matters should be considered comprehensively; (i) where the crew starts and ends work, (ii) where the aircraft the crew is performing work on is primarily parked, (iii) where the crew is informed of the instructions and organizes his/her work activities, (iv) where the crew is obliged to reside according to the labor contract, (v) where there is an office provided by the employer and available to the crew, (vi) where the crew is obliged to be when he/she is ineligible for the work or subject to discipline. However, since all of the above items are the same as the location of the home base, it is reasonable to consider the home base as the most important factor when deciding on the place where the employee habitually carries out his/her work. In contrast, the state where the aircraft is registered (Article  17  of the  Chicago Convention), should not be regarded as a place of where  the employee habitually carries out his/her work. In this case, CJEU provided the first judging standard for the concept of the place where the employee engaged in international air transportation habitually carries out his/her work. It is the interpretation of the Brussels regulations which became a model –for the Korean Private International Act,- so it would be helpful to understand the concept of the place where the employee habitually carries out his/her work.

열차승무원의 규칙적인 근무환경을 위한 근무조 승무다이아 배치 방안

안현주,이재희,박상미,김현승,강인석 한국철도학회 2020 한국철도학회논문집 Vol.23 No.7

In railway crew schedule planning, leveling of business hours between crew members is an difficult problem. Ensuring a regular working environment for crew members is also an important issue of scheduling. Unassigned crew diagrams, which occur due to errors in manual work, lack of manpower, etc., can cause additional problems in terms of working hours, such as uneven business hours and irregular working conditions. In this regard, this paper attempts to solve the problem of unassigned crew diagrams by dividing shifts and arranging crew diagrams first to calculate the minimum number of crews when preparing work schedules. In addition, a crew diagram considering the work type, with a period of 6 days, is arranged to ensure the regular working environment of the crew. In this process, an optimization algorithm is utilized to minimize the difference in business hours between the two shifts and to level the business hours between crews.

항공사 객실승무원의 비행 스케줄에 따른 취항지 체류 시 직무환경이 직무스트레스와 이직의도에 미치는 영향 : 국내 Full 서비스 항공사와 국내 LCC 항공사 비교 연구

박진아 ( Park Jinah ) 대한관광경영학회 2021 觀光硏究 Vol.36 No.5

본 연구는 항공사 객실승무원의 비행 스케줄에 따른 취항지에서의 체류 시 객실승무원들이 과연 얼마나 자유롭게 시간을 보낼 수 있을까에 대한 생각으로 출발하였다. 본 연구자도 객실승무원으로서 근무할 때 취항지에서의 체류가 자유롭지만은 않았을 뿐만 아니라 업무의 연장선으로 느껴질 만큼 스트레스를 받았었기 때문이다. 분석결과는 다음과 같다. 첫째, 국내 Full 서비스 항공사와 국내 LCC 항공사의 직무환경의 사회적 관계는 직무스트레스에 유의한 부(-)의 영향을 미치는 것으로 나타났으며, 국내 Full 서비스 항공사의 조직문화는 직무스트레스에 유의한 부(-)의 영향관계를 가지는 것으로 나타났다. 둘째, 국내 Full 서비스 항공사와 국내 LCC 항공사에서 경험하는 직무스트레스는 이직의도에 유의한 정(+)의 영향을 미치는 것으로 나타나 객실승무원이 스트레스를 높이 지각할수록 이직의도가 높아지는 것을 알 수 있다. 셋째, 국내 Full 서비스 항공사와 국내 LCC 항공사에서 근무하는 승무원의 직무환경에 대한 시각차이를 분석한 결과, 사회적 관계와 조직문화 모두 유의한 차이가 있는 것으로 나타났다. 넷째, 국내 Full 서비스 항공사와 국내 LCC 항공사에서 근무하는 객실승무원의 직무스트레스에 대한 차이를 분석한 결과 Full 서비스 항공사 객실승무원의 평균 값이 더 크게 나타났고 다섯째, 국내 Full 서비스 항공사와 국내 LCC 항공사에서 근무하는 승무원의 이직의도 역시 Full 서비스 항공사 객실승무원의 평균 값이 더 크게 나타났다. 본 연구는 항공사 객실승무원의 비행 스케줄에 따른 취항지 체류 시 직무환경이 직무스트레스와 이직의도에 미치는 영향에 대한 연구로서 취항지 체류 시에서의 시간을 단순 휴식시간이 아닌 업무의 연장으로 판단하여 실시한 연구로서 의의가 있다. This study started with the question how freely cabin crew are able to spend time while staying in a destination country according to their flight schedule. I, the author of this paper, was also not totally free and so stressed during my stay at a specific destination when I worked as a cabin crew that I felt like that it was an extension of work. The results of analysis is as follows. First, the study indicated that the social relation of domestic full service airlines' and LCC airlines' work environment had a significant negative effect on job stress. Second, it also showed that job stress experienced with domestic full service airlines and LLC airlines had a significant positive influence on turnover intention, substantiating the fact that the more cabin crew is aware of being stressed, the more their turnover intention increases. Third, the analysis on the difference of viewpoint on job stress among cabin crew working for domestic full service airlines and LCC airlines showed a considerable gap with regard to both social relation and organizational culture. Fourth, according to the analysis on the difference in job stress to cabin crew working for domestic full service airlines and LLC airlines, crew who work for domestic full service airlines recorded a higher average. Fifth, the results of analyzing the turnover intention of cabin crew working for domestic full service airlines and LLC airlines also indicated a higher average by cabin crew working for full service airlines. This study on the effect of airline cabin crew's work environment on job stress and turnover intention while staying in destinations based on flight schedule has significance as a study conducted judging that the time spent in destinations is not simply a break, but an extension of work.

객실승무원의 일과 삶의 균형이 직무스트레스, 이직의도에 미치는 영향 - 직무성과의 조절효과 -

홍성훈,전진명 한국호텔리조트학회 2020 호텔리조트연구 Vol.19 No.5

This study is about the effect of the work-life balance of the cabin crew on job stress and turnover intention. The work-life balance was selected as one of ways to increase the service productivity of airlines, and the purpose is to identify the causal relationship between them and manage turnover intentions. This study empirically analyzed 214 cabin crew working for Full Service Carrier. As a result, it was found that the failure to manage the war crew of the cabin crew also affected job stress and turnover intention. This study set the work-life balance into four sub-factors, Work-family balance, work-leisure balance, work-performance balance, overall balance. Among these, the balance between work and leisure did not appear to affect job stress, however, others were found to have an effect. Job stress affects job turnover intention. And some factors showed a moderating effect on job performance. Based on these data, I would like to give basic data to human resource management related to airline cabin crew. Also This study is recommended that airlines establish a policy for work-life balance to makes it easier for flight attendants to manage their turnover intention and improve the service performance of cabin crew.

선원 개인적 특성과 승선근무 특성에 따른 선원직업의식에 관한 연구

신용주(Yong-Joo Shin),임성주(Seong-Ju Im),나달라 수하(Nadhilla Suha),신용존(Yong-John Shin) 한국항해항만학회 2018 한국항해항만학회지 Vol.42 No.4

이 연구는 선원의 개인적 특성(연령, 결혼여부, 국적)과 승선 경력(총승선기간, 현회사 승선기간, 선내 근무부서와 직급), 승선근무 보상(선원 복지후생만족도), 승선근무 내성(이가정성 및 이사회성) 그리고 외국인 선원과의 혼승 문제(이문화 수용 및 적응) 등의 승선근무 특성들에 따라 선원직업의식 수준에 어떠한 차이가 있는지를 분석하였다. 분석결과, 선원의 연령이 높을수록, 기혼집단보다 미혼집단에서, 국적은 필리핀, 인도네시아, 미얀마, 중국, 한국 순으로 직업의식 수준이 낮아지는 것으로 나타났다. 선내 직급에서는 외국인 선원의 직장급 부원의 직업의식이 원직급 부원과 수직급 부원 그리고 3항·기사 직급보다 높게 나타났다. 승선근무 특성에서는 복지후생만족도가 높아지면 선원직업의식이 높아지며, 이가정성과 이사회성은 선원직업의식에 부(-)의 영향을 미치는 것으로 나타났다. 외국인 선원과의 혼승에 따른 이문화 수용성은 선원직업의식에 통계적으로 유의한 영향을 미치지 않지만, 이문화 적응성은 통계적으로 유의한 영향을 미치는 것으로 나타났다. 이 연구는 선원들이 자신의 직업에 대한 매력과 자부심 및 긍지를 가지고 승선근무를 지속할 수 있도록 하는 선원직업의식의 중요성을 강조하고, 선원직업의식의 제고방안을 제시하는 데에 기여할 수 있을 것이다. This study examined the significance of the crew’s professional consciousness and sought to clarify the differences in the professional consciousness of crew by considering biographical characteristics of the crew and onboard working situations, which were expected to influence the professional consciousness of crew. The empirical analysis showed the crew’s individual characteristics such as age, marital status, position in ship organization and nationality significantly influenced professional consciousness. The comparison in the differences of professional consciousness level among crew’s nationalities showed that the professional consciousness of Filipino crew was the highest, and in the descending order of Indonesia, Myanmar, Chinese, and South Korea. The analysis results of other variables of on-board working characteristics showed that as crew s satisfaction of welfare increased, crew s professional consciousness increased, whereas the feeling of isolation from home and society had a statistically significant negative (-) impact on crew’s professional consciousness. Furthermore, the analysis of multinational crew manning characteristics stated that cross-cultural acceptance did not have a statistically significant impact on the crew s professional consciousness, while cross-cultural adaptability had a statistically significant impact. This study emphasize the importance of the crew’s professional consciousness and suggest how to enhance it, which allows crew to continue their career with the charm and pride of their profession.

항공사 승무원의 직무불안정성, 직무스트레스, 일-가정갈등 간 관계 : 조직내부인 지위인식의 조절된 매개효과 연구

김소형,김희경,류성민 한국기업경영학회 2021 기업경영연구 Vol.28 No.5

본 연구는 항공사 승무원 대상 직무불안정성이 일-가정갈등에 미치는 영향 관계와 이러한 관계를 매개하는 변수와 조절된 매개효과를 갖는 변수를 규명하는 것을 목적으로 하였다. 4차 산업혁명으로 인한 신기술 도입과 코로나19 팬데믹 장기화 등으로 인해 항공사 승무원의 직무불안정성은 전반적으로 가중되고 있는 상황이다. 이렇게 높아진 직무불안정성이 직무 및 가정에 미치는 부정적 영향을 직무요구-자원이론(JD-R Theory)을 토대 로 검증하였으며, 이런 직무불안정성을 완화할 수 있는 기제를 도출하고자 하였다. 가설을 검증하기 위해 국내 7개 항공사의 기혼 승무원 362명의 표본을 대상으로 실증분석하였다. 분석결과로 첫째, 항공사 승무원의 직무 불안정성은 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났다. 둘째, 항공사 승무원의 직무불안정 성은 직무스트레스와 유의미한 정(+)의 관계가 있는 것으로 나타났다. 셋째, 항공사 승무원의 직무스트레스는 일-가정갈등과 유의미한 정(+)의 관계가 있는 것으로 나타났고, 이러한 관계를 통해 직무스트레스는 직무불안 정성과 일-가정갈등 간의 관계를 매개하는 것으로 나타났다. 마지막으로, 조직내부인 지위인식의 조절된 매개 효과 검증을 통해 직무불안정성이 직무스트레스를 매개하여 일-가정갈등에 미치는 부정적인 영향을 조직내부 인 지위인식이 조절하는 효과를 확인하였다. 다만 조직내부인 지위인식의 조절된 매개효과의 방향은 예측과는 다른 것이었다. 이러한 연구 결과를 바탕으로 시사점, 한계점, 추후 연구과제에 대해서 논의하였다. With the advent of the Fourth Industrial Revolution, the spread of new technologies and the prolonged COVID-19 pandemic, the job insecurity of airline cabin crew is getting elevated. Most of the previous studies related to job insecurity were attempts to verify the negative effects of job insecurity, such as job satisfaction, organizational commitment, turnover intention, and organizational citizenship behavior. On the other hand, research on the effect of job insecurity on the family is still limited, and there are not many studies on how job insecurity affects the family. In addition, only a few studies have presented the theoretical basis for the process of job insecurity negatively affecting organizations and families. Job insecurity perceived by airline cabin crews who directly deliver services to customers at the service site can hinder service quality. Therefore, airline crew members’ job insecurity needs to be managed importantly in airline industry that is highly dependent on human services. In particular, it is necessary to review the effects of job insecurity and to study what mechanisms can be used to alleviate job insecurity. Therefore, this study examines the relationship between Airline Crew’s Job Insecurity and Work-Family Conflict. This study also investigates the mediating role of Job stress and moderated mediating role of perceived insider status in that relationship. The negative effects of job insecurity on jobs and work-family conflict is verified based on the JD-R (Job Demand-Resource) Model. For this purpose, a survey is conducted on 362 married cabin crews of 7 domestic airlines. According to the results of the research, first, it is confirmed that job insecurity has a significant positive(+) effect on work-family conflict. Second, job insecurity has a significant positive(+) effect on job stress, and third, job stress has a significant positive(+) effect on work-family conflict. Fourth, job stress is found to mediate the relationship between job insecurity and work-family conflict. In other words, it is confirmed that job insecurity perceived by airline cabin crews causes job stress in the process of performing the job, which negatively affects the family. Lastly, it is examined that the perceived insider status moderates the effects of job insecurity on work-family conflict through job stress. Contrary to predictions, it is found that job insecurity mediated job stress and strengthened the effect on work-family conflict. In other words, even if airline crew members are aware of job insecurity, the higher the level of recognition of status within the organization, the stronger the negative effect of job insecurity on the family through job stress. The causes of the results different from the prediction are as follows. According to the social exchange theory, members who aware their status high within the organization can be also highly aware of the obligation to return the favors that the organization has done to them. There is a possibility that they can perceive stress more on job insecurity. Therefore, more in-depth research needs to be conducted later on the possibility of the dual effect of perceived insider status. Practical implications through the empirical results of this study are as follows. First, job insecurity was found to be one of factors that cause stress during work and conflict at home. Therefore, there is a need to minimize and manage workers' job insecurity at the organizational level. Second, forming a sense of belonging to the organization as a job resource may be a way to alleviate job insecurity. In other words, airline cabin crews who perceive themselves as important members of the organization may have a lower negative effect on them even if they feel job insecurity. Therefore, it is necessary to seek ways to increase the various sense of belonging of airline cabin crews at the organizational level. Limitations of the research and future research tasks are also discussed.

항공사 객실승무원의 일의 의미, 직무열의, 혁신행동 관계연구

박민희 동북아관광학회 2020 동북아관광연구 Vol.16 No.4

The meaning of work is an important characteristic that can instill a sense of purpose for a member’s own work so that the organization can recognize their values and help the performance of work and personal growth. The purpose of this study is to examine the influence relationship among cabin crews’ meaning of work, job engagement and innovative behavior. Based of this purpose, it was intended to emphasize the importance of human resource management which directly affects employees’ attitudes and behaviors toward work and organizational effectiveness. The findings are as follows. First, among the factors of cabin crews’ meaning of work, economic and social relations have a positive effect on job engagement. Second, job engagement has a positive effect on the innovative behavior. Third, among the factors of cabin crews’ meaning of work, economic has a positive effect on innovative behavior. Therefore, cabin crew is a job that requires a strong meaning of work due to work that requires a lot of energy physically and mentally. It suggests that it can be very helpful for competitive advantage and human resource development. 조직의 구성원에게 있어 일의 의미는 자신의 일에 대해 목적의식을 가지고, 조직에서 자신의 가치를 인식하며 일의 수행과 개인의 성장을 도울 수 있는 중요한 특성이다. 본 연구에서는 객실승무원의 일의 의미, 직무열의, 혁신행동 간의 영향관계를 규명하고자 하는 목적이 있다. 이와 같은 목적을 바탕으로 구성원들의 일에 대한 의미, 직무열의, 혁신행동의 관계에 대해 구명하여 항공사의 인적자원관리 발전에 기여하고자하였다. 그 결과와 의미는 다음과 같다. 첫째, 객실승무원들의 일의 의미 요인 중 경제적 의미와 사회관계 의미가 직무열의에 유의한 영향을 미치는 것으로 나타났다. 둘째, 직무열의는 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 셋째 객실승무원들의일의 의미 요인 중 경제적 의미가 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 따라서 객실승무원은 육체적, 정신적으로 많은 에너지를 필요로 하는 일로 인해 강한일의 의미가 요구되는 직업으로, 승무원들의 긍정적인 일의 의미를 이끌어낼 수 있다면 직무열의를 높이고 혁신행동을 향상시켜 항공사의 경쟁우위와 인적자원개발에 많은 도움이 될 수 있다는 것을 시사한다.

비표준근무 항공사 맞벌이 기혼 승무원의 일-가정 갈등 경험 사례연구

김현숙,조희선 대한관광경영학회 2019 觀光硏究 Vol.34 No.2

본 연구의 목적은 비표준근무 항공사 맞벌이 기혼 승무원들의 일-가정 갈등 경험과 갈등 대응 전략을 탐구하는 것이다. 연구의 목적 달성을 위해 현직 항공사 맞벌이 기혼 승무원 4명을 사례자로 선정하였다. 면담과 관찰을 통해 수집된 자료는 Creswell(2013)이 제안한 사례연구 방법을 활용하여 분석했다. 첫째, 연구절차에 따라 ‘사례 내 분석’을 하였다. 이를 통해 개별 사례들이 가지고 있는 일-가정 갈등 경험의 맥락을 드러내었다. 둘째, ‘사례 간 분석’을 통해 총 11개의 사례 간 통합주제를 발견하였다. 연구결과 기혼 승무원의 일-가정 갈등과 갈등 대응 전략을 통합할 수 있는 몇 가지 주제를 발견하였다. 일-가정 갈등은 ‘가슴 뛰게 하는 직업’, ‘당장 내어줄 수 없는 자리’, ‘무언의 압력과 역할갈등’, ‘가족 내 존재감 상실’, ‘잃어버린 10년: 희생하는 삶’, ‘사직 갈등’으로 나타났다. 갈등 대응 전략에서는 ‘모드전환’, ‘가족의 지지’, ‘주변의 지지’, ‘소통전략 마련’, ‘승무원의 직업적 장점 활용’으로 나타났다. 연구결과를 바탕으로 연구자들은 비표준근무를 하는 항공사 맞벌이 기혼 승무원 및 가족 지원을 위해 사회적 시스템 구축방안, 교육지원 방안, 다양한 가족의 이해 등 실천적 정책적 대안을 제시하였다. The purpose of this research is to analyze the different work-family conflicts of married, dual-earner airline crews with non-standard work schedules, the strategies used to deal with those conflicts and the stress that is caused by those conflicts. For the purpose of this case study, four dual-earner, married airline crews were chosen. Data was analyzed and collected through interviews and observations, which followed the case study research done by Creswell(2013). First, following the research procedures done by Creswell, within-case analyses were carried out. Using the within-case analyses, observations were made of work and family conflicts concerning the individual subject’s experience. Second, using cross-case analyses, eleven cross case topics were found. As a result of analysis, research topics were found. The examples of work-family conflicts of married, dual-earner airline crews with non-standard work schedules included: A heart-throbbing job, A situation that cannot be solved at the moment, A conflict of mute pressure and role, Loss of family identity, Lost 10 Years: A sacrificing life, conflict of resignation. Examples of strategies used to deal with those conflicts include: Switching Mode, Family support, Support from surrounding, Support from surrounding, Building up a communication strategy, Using airline crew benefits. Based on these findings, the researchers suggested developing a social system and educational system to support the airline crew and their families to avoid potential conflicts, understanding different families, and exploring alternatives.

A Study on Minimum Cabin Crew Requirements for Korean Low Cost Air Carriers

유경인,김문경 한국항공우주정책⋅법학회 2018 한국항공우주정책·법학회지 Vol.33 No.2

In recent 3 years, Korea's low-cost airlines have expanded their areas of passenger transportation not only to domestic market but also to Japan, China, Southeast Asia and US territory as a total of 6 companies (8 airlines including small air operation business carriers). Currently, three more airlines have filed for air transportation business certification as future low-cost carriers, and this expansion is expected to continue. To cope with the aggressive airline operations of domestic and foreign low-cost carriers and to enhance their competitiveness, each low-cost airline is taking a number of strategies for promoting cabin service. Therefore, the workload of the cabin crew is increased in proportion to the expansion, and the fatigue directly connected with the safety task performance is increased. It is stipulated in the Enforcement Regulations of the Korea Aviation Safety Act that at minimum, one cabin crew is required per 50 passenger seating capacity, and all low cost carriers are boarding only the minimum cabin crew. Sometimes it is impossible for them to sit in a floor level emergency exit for evacuation, which is the main task of the cabin crew, and this can cause confusion among evacuating passengers in the event of an emergency. In addition, if one of the minimum cabin crew becomes incapacitated due to an injury or the like, it will become a serious impediment in performing emergency evacuation duties. Even in the normal situation, since it will be violating the Act prescription on the minimum cabin crew complement, passengers will have to move to another available airline flights, encountering extreme inconvenience. Annex 6 to the Convention on International Civil Aviation specifies international standards for the determination of the minimum number of cabin crew shall be based only on the number of passenger seats or passengers on board for safe and expeditious emergency evacuation. Thereby in order to enhance the safety of the passengers and the crew on board, it is necessary to consider the cabin crew’s fatigue that may occur in the various job characteristics (service, safety, security, first aid)and floor level emergency exit seating in calculating the minimum number of cabin crew. And it is also deemed necessary for the government’s regulatory body to enhance the cabin safety for passengers and crew when determining the number of minimum cabin crew by reflecting the cabin crew’s workload leading to their fatigue and unavailability to be seated in a floor level emergency exit on low cost carriers.