Aviation Fatigue Has Been Recognized Research Paper

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[. . .] Undoubtedly, night shift can be attributed to worsened job performance and decreased safety levels (Monk and Folkard, 1985). Employee witnessing role stressors around them can also develop an intense form of stressors on their own if they go through disruption in shift rotations. People working in fixed shifts would find a more muted relationship in between stress and role stressors. Hence, our hypothesis is:

H1: People working in fixed shifts would have a weaker relationship between stress and role stressors compared to those working in rotating shifts.

Methodology for the first Hypothesis:

1. Identification of the experimental unit: This study will choose a small sample size (n=50) to carry out the experiment. This is because Saunders et al. (2003) reveals that a smaller sample size can be considered more appropriate than a larger one when studying the context and background of a particular situation and/or phenomenon. Taking into consideration the problems of identifying Air Traffic Controllers who will show willingness to be part of this study along with the time and budget restraints, a non-random sample may be selected. The subjects will be identified by personal connections through the societal enclave.

2. Identification of variables: the independent variables are stress and role stressors and the dependent variables are fixed shifts and rotating shifts.

3. Define the research structure: This research is experimental is design as it will provide us with the most relevant and pertinent data, which will assist us in achieving our objectives.

4. Define the design structure: The subjects will be divided into 2 groups based on their shifts. Group A will include those who are working in rotating shifts while group B. will include those who are working in fixed shifts. Subjects will be asked about the impact of their shift on their level of stress.

5. Data analysis: Data will be analyzed using a Chi square test.

Usually, dissatisfaction is experienced in aviation jobs and schedules as the non-work activities of the employee is also affected due to shift work. Nevertheless, it has been proposed by Barton (1994) that some individuals prefer working in shifts as they are not highly averse to shifts; thus, the chances that these kinds of employees would not have higher dissatisfaction with their work and schedule is much more, as they are more comfortable with shifts. As they have selected this type of working pattern, they do not go through higher level of stress. In fact, few mental health problems were ascertained in Chinese nurses during the evaluation of their preferred and actual shift schedule (Baba and Wang, 2003). It is believed by many researchers that impact of stress or role stressors is aggravated due to the disturbances found in normal routine. Hence, we put forward disturbances in normal life as the major cause of causing problems in shift work in aviation. The relationship between stress and role stressors would seem to rise even higher due to the existence of such disturbances. Contrary to this, it must be kept in mind that people evaluate their choice of working time by considering their work and family life and then select working in shifts. This would result in fewer disturbances in work shifts for these employees. Employees in aviation are not stressed when their shift work is not affected by any kind of disruptions. For that reason, our hypothesis is:

H2. People who do not report considerable disturbances in their non-work life will have weaker relationship between stress and role stressors in comparison with those who report disturbances in their non-work life because of shift work.

Methodology for the second Hypothesis:

1. Identification of the experimental unit: This study will choose a small sample size (n=50) to carry out the experiment. This is because Saunders et al. (2003) reveals that a smaller sample size can be considered more appropriate than a larger one when studying the context and background of a particular situation and/or phenomenon. Taking into consideration the problems of identifying Air Traffic Controllers who will show willingness to be part of this study along with the time and budget restraints, a non-random sample may be selected. The subjects will be identified by personal connections through the societal enclave.

2. Identification of variables: the independent variables are stress and role stressors and the dependent variables are complaining of disturbances in shift work.

3. Define the research structure: This research is Quasi-experimental design as quasi-experiments too provide researchers with the most relevant and pertinent data, which assists them in achieving their objectives quite effectively. The difference between the 2 is that in quasi-experiments the subjects are randomly assigned into 2 groups.

4. Define the design structure: The subjects will be randomly divided into 2 groups. Each group will be given a pre-test, which will indicate their inclination to complain about disturbances in their life. Thereafter, both groups will be taught stress management for a week. Thereafter they will be asked to fill out a survey, which will indicate their inclination to complain about disturbances in their life.

5. Data analysis: Data will be analyzed using a Chi square test.

Job Control:

Job control can be defined as the degree to which discretion is available to an individual regarding work related decision making. Work predictability can be decision latitude since it is regarded as an essential psychosocial factor in avoiding job strain. Job strain is higher among those employees in aviation who have job responsibilities but are not given proper involvement in decision making coming within the scope of job (Day et al., 2009). In simpler words, decision latitude should be appropriately matched with the responsibilities. According to Karasek model (1979), when responsibilities are high ranking (in both decision latitude and demands) mental health, job satisfaction, and motivation level would be higher among the employees. Karasek model is supported by Xie (1996), and evidences are provided regarding the health care of Chinese' employees. Our study considers decision latitude as a buffer between job stress and role stressors. Hence, our hypothesis is:

H3. Employees showing higher decision latitude would have weaker relationship between the stress and role stressors in comparison with those showing low decision latitude.

Methodology for the Third Hypothesis:

1. Identification of the experimental unit: This study will choose a small sample size (n=50) to carry out the experiment. This is because Saunders et al. (2003) reveals that a smaller sample size can be considered more appropriate than a larger one when studying the context and background of a particular situation and/or phenomenon. Taking into consideration the problems of identifying Air Traffic Controllers who will show willingness to be part of this study along with the time and budget restraints, a non-random sample may be selected. The subjects will be identified by personal connections through the societal enclave.

2. Identification of variables: the independent variable is decision making and the dependent variables are fixed shifts and rotating shifts.

3. Define the research structure: This research is experimental is design as it will provide us with the most relevant and pertinent data, which will assist us in achieving our objectives.

4. Define the design structure: The subjects will be given a pre-test, which will inform the researcher about their decision making habits. Thereafter, the subjects will be assigned in 2 groups based on their decision making habits. Thereafter they will be asked to fill out a survey, which will indicate their level of stress.

5. Data analysis: Data will be analyzed using a Chi square test.

We see that the great job demands and higher decision latitude in aviation all help in maintaining a superior mental health capacity and can be ascertained by the ability of the employee to adapt to his environment. It also said by Xie (1996) that prominent job demands and superior decision latitude contribute to better mental health and are interlinked with positive outcomes. Not to be forgotten, the above sentence also refers to the job framework and criteria. Along with the level of control and management the employee has over the requirement of work associated to fixed shifts, rotating shifts may hinder the employee's control. Providing a greater sense of control and grasping of the context on a consistent basis could possibly permit for the decision latitude to be put to enhanced use. Because of the unpredictable nature of the job framework in aviation, it is anticipated that employees who operate [END OF PREVIEW]

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Aviation Fatigue Has Been Recognized.  (2011, March 1).  Retrieved February 15, 2019, from https://www.essaytown.com/subjects/paper/aviation-fatigue-been-recognized/1458380

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"Aviation Fatigue Has Been Recognized."  Essaytown.com.  March 1, 2011.  Accessed February 15, 2019.
https://www.essaytown.com/subjects/paper/aviation-fatigue-been-recognized/1458380.