Rules and reason in the forced retirement of commercial airline pilots at age 60

Abstract

In this salute to Tom Singleton, a logic to discuss a mandatory retirement age is suggested. Mandatory retirement in airline pilots is examined as a framework for the discussion. In the thirty-five years since the age 60 mandatory retirement age for commercial airline pilots was adopted by the Federal Aviation Administration, many changes have occurred in life expectancy, mortality and morbidity rates, economic conditions, and in the nature of flying itself that impact upon that decision. It is suggested that the policymakers look at the following three general areas as criteria when adjusting the age of mandatory retirement: actual job performance, information processing capacity and physical capacity. Information processing and physical capacity provide information about the necessary, but not sufficient conditions that must be met in order to fly an aircraft. Actual job performance is the final measure of a pilot's ability to fly at any age.     

More experience might not bring more safety: Negative moderating effect of pilots’ flight experience on their safety performance

ObjectiveThis study aimed to improve our understanding of the relationship between pilots' total flight hours (TFH), levels of hazardous attitude (HA), and flight safety performance.BackgroundThe negative effect of airline pilots' flight experience on safety performance has received attention but has not been extensively investigated.MethodUsing a sample of 45 Chinese commercial airline pilots, we not only tested the mediation model in which the relationship between TFH and exceedance rate was mediated by HA, but also tested the moderation model in which the relationship between HA and exceedance rate was moderated by TFH.ResultsTFH positively predict flight exceedance rates; more importantly, it moderated the effect of HA on flight exceedance rates. Specifically, TFH exacerbated the negative effect of HA on flight exceedance rates. Meanwhile, the mediating effect of HA was not significant.ConclusionResults implies the nonlinear relationship between TFH, HA, and flight safety performance. The moderation model indicates that the experience-related risks may appear before 5000 h for an individual commercial airline pilot.ApplicationResearchers, safety managers, and policymakers in the aviation industry that conduct pilots' psychological competency research in the Professionalism Lifecycle Management (PLM) system should be aware of the potentially interactive effects of hazardous attitude and experience on commercial airline pilots’ flight safety performance.     

Relationships between job organisational factors,biomechanical and psychosocial exposures

The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated.

Practitioner Summary: The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.     

Insights about mental health aspects at intralogistics workplaces – A field study

The present field study investigated mental health aspects at intralogistics workplaces, as cognitive and social demands have largely changed in this branch. Within a cross-sectional, mixed methods study design, forty-one intralogistics employees completed a survey about their working conditions and mental states. Further, nine workers participated in a systematic, qualitative group interview to obtain intralogistics specific job resources and job demands. The results were compared to known mechanisms from a long-established psychological model (the Job-Demands and Resources model, JD-R model) to evaluate if these general assumptions still apply at modern working conditions. As expected and in line with the JD-R model, regression analyzes supported that job resources predicted work engagement (p < .05) and job demands predicted burnout symptoms (p < .001) even at modern intralogistics workplaces. However, no interaction effects (Job Demands X Job Resources) were found. The qualitative interviews highlighted several job demands and job resources, which were reported as especially relevant for modern intralogistics workplaces by the participants. Based on the findings, practical recommendations were evolved for the improvement of mental health at intralogistics workplaces. Job resources, for example process transparency or respectful and esteeming leadership behavior, can be increased in order to improve work engagement. Job demands, for example task interruptions, excessive time pressure or profuse exposure to physical stress should be controlled to reduce burnout symptoms.     

Job design,employment practices and well-being: a systematic review of intervention studies

Abstract

There is inconsistent evidence that deliberate attempts to improve job design realise improvements in well-being. We investigated the role of other employment practices, either as instruments for job redesign or as instruments that augment job redesign. Our primary outcome was well-being. Where studies also assessed performance, we considered performance as an outcome. We reviewed 33 intervention studies. We found that well-being and performance may be improved by: training workers to improve their own jobs; training coupled with job redesign; and system wide approaches that simultaneously enhance job design and a range of other employment practices. We found insufficient evidence to make any firm conclusions concerning the effects of training managers in job redesign and that participatory approaches to improving job design have mixed effects. Successful implementation of interventions was associated with worker involvement and engagement with interventions, managerial commitment to interventions and integration of interventions with other organisational systems.

Practitioner Summary: Improvements in well-being and performance may be associated with system-wide approaches that simultaneously enhance job design, introduce a range of other employment practices and focus on worker welfare. Training may have a role in initiating job redesign or augmenting the effects of job design on well-being.     

The active learning hypothesis of the job–demand–control model: an experimental examination

The active learning hypothesis of the job–demand–control model [Karasek, R. A. 1979. “Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign.” Administration Science Quarterly 24: 285–307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed–accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.     

Psychological evaluation and design of work tasks: two examples

Abstract

Practical experience with flexible production automation has provoked rising demands for human oriented job design. Prospective evaluation of work tasks based on status-quo analyses with the psychological instrument VERA, developed for the assessment of the available scope of action in fulfilling the task, has led to design proposals concerning technical and organizational aspects as well as questions of training and retraining. Procedure and results are shown by presenting two case studies dealing with a small flexible manufacturing system and a planned ‘production island’.     

The influence of training level on manual flight in connection to performance,scan pattern,and task load

This work focuses on the analysis of pilots’ performance during manual flight operations in different stages of training and their influence on gaze strategy. The secure and safe operation of air traffic is highly dependent on the individual performances of the pilots. Before becoming a pilot, he/she has to acquire a broad set of skills by training to pass all the necessary qualification and licensing standards. A basic skill for every pilot is manual control operations, which is a closed-loop control process with several cross-coupled variables. Even with increased automation in the cockpit, the manual control operations are essential for every pilot as a last resort in the event of automation failure. A key element in the analysis of manual flight operations is the development over time in relation to performance and visual perception. An experiment with 28 participants (including 11 certified pilots) was conducted in a Boeing 737 simulator. For defined flight phases, the dynamic time warping method was applied to evaluate the performance for selected criteria, and eye-tracking methodology was utilized to analyze the gaze-pattern development. The manipulation of workload and individual experience influences the performance and the gaze pattern at the same time. Findings suggest that the increase of workload has an increased influence on pilots depending on the flight phase. Gaze patterns from experienced pilots provide insights into the training requirements of both novices and experts. The connection between workload, performance and gaze pattern is complex and needs to be analyzed under as many differing conditions. The results imply the necessity to evaluate manual flight operations with respect to more flight phases and a detailed selection of performance indications.

     

Fighter pilots’ heart rate,heart rate variation and performance during instrument approaches

Fighter pilots’ heart rate (HR), heart rate variation (HRV) and performance during instrument approaches were examined. The subjects were required to fly instrument approaches in a high-fidelity simulator under various levels of task demand. The task demand was manipulated by increasing the load on the subjects by reducing the range at which they commenced the approach. HR and the time domain components of HRV were used as measures of pilot mental workload (PMWL). The findings of this study indicate that HR and HRV are sensitive to varying task demands. HR and HRV were able to distinguish the level of PMWL after which the subjects were no longer able to cope with the increasing task demands and their instrument landing system performance fell to a sub-standard level. The major finding was the HR/HRV’s ability to differentiate the sub-standard performance approaches from the high-performance approaches.

Practitioner Summary:

This paper examined if HR and HRV were sensitive to varying task demands in a fighter aviation environment and if these measures were related to variations in pilot’s performance.     

How well do pilots sleep during long-haul flights?

It is imperative that shiftworkers in safety-critical workplaces obtain sufficient sleep to operate effectively. This presents a challenge to long-haul airline pilots who are required to supplement normal bed sleep with sleep on-board an aircraft during flight. In the current study, the sleep/wake behaviour of 301 airline pilots operating long-haul flight patterns was monitored for at least 2 weeks using self-report sleep diaries and wrist activity monitors. The data indicate that sleep opportunities in on-board rest facilities during long-haul flights result in a similar amount of sleep, but only 70% as much recovery, as duration-matched bed sleeps.

Statement of Relevance: This study indicates that in-flight sleep provides airline pilots with 70% as much restoration as duration-matched bed sleep. To increase the restoration provided by in-flight sleep, airlines could take measures to improve the quality, or increase the amount, of sleep obtained by pilots during flights.     

The influence of irregularity of rest and activity on performance: a model based on time since sleep and time of day

Abstract

Changes in performance during a 9 day period of an irregular schedule of work and rest were investigated. Performance varied with the circadian rhythm and the length of the work periods. For the majority of subjects these two factors were additive. The time-of-day variation was well approximated by a sinusoid and the time-since-sleep factor was represented by a cubic trend. The acrophase of the circadian rhythm varied throughout the experiment under the influence of the sleep-wake cycle and the time-of-day cues. A model which included time of day and time since sleep was used to predict variations in performance for work periods starting at different times of the day. It is considered that this model can be applied to current issues in the scheduling of civil airline pilots’ duty periods.     

Eye tracking as a debriefing tool in upset prevention and recovery training (UPRT) for general aviation pilots

Abstract

Upset prevention and recovery training (UPRT) is intended to improve the ability of pilots to recognize and avoid situations that can lead to airplane upsets and to improve their ability to recover control of an airplane that has exceeded the normal flight envelope. To this end, a set of different training contents – from theoretical knowledge of aerodynamics and human factors to practice-based flight training – is necessary. In order to support the debriefing with an objective feedback, and because visual scanning is a core competence, two studies on subjective evaluation of aviation pilots – one conducted in a flight simulator and the other one in-flight – focussed on the practical application of eye tracking as a debriefing tool in UPRT. From a practitioner’s perspective, eye tracking appeared to be a useful method in terms of visualising instrument scanning techniques, supporting the instructor with objective debriefing material and fostering self-awareness in human processes. The discussion recommends adjusted UPRT instructor training and further improvements to eye tracking hardware and software.

Practitioner Summary: The article focuses on pilot evaluations of eye tracking as a debriefing tool in UPRT and the identification of critical elements in its use. Eye tracking is a promising debriefing tool for UPRT. The discussion points to desirable improvements of eye tracking hardware and software as well as adjustments to instructor training that are pertinent.     

Comparison of NASA-TLX scale,modified Cooper–Harper scale and mean inter-beat interval as measures of pilot mental workload during simulated flight tasks

Abstract

The sensitivity of NASA-TLX scale, modified Cooper–Harper (MCH) scale and the mean inter-beat interval (IBI) of successive heart beats, as measures of pilot mental workload (MWL), were evaluated in a flight training device (FTD). Operational F/A-18C pilots flew instrument approaches with varying task loads. Pilots’ performance, subjective MWL ratings and IBI were measured. Based on the pilots’ performance, three performance categories were formed; high-, medium- and low-performance. Values of the subjective rating scales and IBI were compared between categories. It was found that all measures were able to differentiate most task conditions and there was a strong, positive correlation between NASA-TLX and MCH scale. An explicit link between IBI, NASA-TLX, MCH and performance was demonstrated. While NASA-TLX, MCH and IBI have all been previously used to measure MWL, this study is the first one to investigate their association in a modern FTD, using a realistic flying mission and operational pilots.

Practitioner summary: NASA-TLX scale, MCH scale and the IBI were evaluated in a flight training device. All measures were able to differentiate most task conditions and there was a positive correlation between NASA-TLX and MCH scale. An explicit link between IBI, NASA-TLX, MCH and performance was demonstrated.

Abbreviations: ANOVA: Analysis of Variance; ECG: Electrocardiograph; F/A: fighter/attack; ft: feet; FTD: flight training device; G: Gravity; km: kilometer; m: meter; m/s: meters per second; MWL: mental workload; MCH: modified cooper-harper; NASA-TLX: NASA Task Load Index; NM: Nautical Mile; NN: normal-to-normal; IBI: inter-beat interval; ILS: Instrument Landing System; RR: R-Wave to R-Wave; SD: standard deviation; TTP: tactics, techniques and procedures; WTSAT: Weapon Tactics and Situation Awareness Trainer     

Preferred 11 different job rotation types in automotive company and their effects on productivity,quality and musculoskeletal disorders: comparison between subjective and actual scores by workers’ age

This study investigates workers’ favoured rotation types by their age and compares means between subjective and actual scores on productivity, quality and musculoskeletal disorders (MSDs). The subjects of research were 422 assembly line units in Hyundai Motor Company. The survey of 422 units focused on the workers’ preference for 11 different rotation types and subjective scores for each type’s perceived benefits, both by the workers’ age. Then, actual scores on production-related indices were traced over a five-year period. The results suggest that different rotation types lead to different results in productivity, product quality and MSDs. Workers tend to perceive job rotation as a helpful method to enhance satisfaction, productivity and product quality more so than the actual production data suggests. Job rotation was especially effective in preventing MSDs for workers aged under 45, while its effects were not clear for the workers aged 45 years or older.

Practitioner’s Summary: This research presents appropriate rotation type for different age groups. Taking workers’ age into account, administrators can use the paper’s outcomes to select and implement the suitable rotation type to attain specific goals such as enhancing productivity, improving product quality or reducing MSDs.     

JD‐C Model to Explain Burnout in Frontline Workers: The Useful Contribution of Emotional Demands

Using the Job Demands‐Control (JD‐C) model as the theoretical framework, this study investigated the relationships among burnout, job demands, and autonomy. With a sample of 802 employees from a Portuguese bank, we demonstrated the importance of taking into account emotional job demands when studying the burnout of service providers. Thereby, the unique explanatory power of each emotional demand on burnout was tested with regression analysis, after controlling for the original demands and autonomy variables from the JD‐C model along with demographic variables. The results confirmed the relevance of the study model in explaining burnout and indicated that emotional dissonance was associated with employee burnout, beyond quantitative demands and autonomy. As expected, hierarchical regression analysis provided evidence for the main effects of quantitative demands, emotional dissonance, and autonomy on burnout. These findings have several implications for designing jobs involving interactions with clients. © 2011 Wiley Periodicals, Inc.     

The impact of ergonomics intervention on psychosocial factors and musculoskeletal symptoms among office workers

Musculoskeletal disorders have a multi factorial etiology that includes not only physical risk factors but also psychosocial factors. This study aimed to investigate psychosocial risk factors and musculoskeletal symptoms among office workers of an Iranian oil refinery and also to examine the subsequent effects of ergonomics intervention on musculoskeletal discomfort and psychosocial risk factors.In this study, 73 office workers as a case group and 61 office workers as a control group from an Iranian oil refinery plant were randomly selected and examined. The Nordic Musculoskeletal Disorders Questionnaire and the Persian version of the Job Content Questionnaire (P-JCQ) were used as collecting data tools before and after the interventional program.Low back problem (28.8%) was found to be the most common problem among the office workers. Significant differences found between prevalence rates of reported musculoskeletal in upper back, lower back and feet/ankle regions before and after intervention. Our findings showed that psychosocial variables were not affected by the intervention. The only variables on the P-JCQ that were significantly different pre/post intervention are the physical variables: physical job demands, physical exertion and physical isometric load. None of the other psychosocial variables were found to be significant. With the top management support, improvements in all office workstation components were made successfully.

Relevance to industry

Recently, changes in the nature of work draw increased attention to the relation between psychosocial factors and musculoskeletal disorders. The results of the current study indicate that a well conducted implementation of an interventional program can lead to a decrease in musculoskeletal symptoms and to some extent in the psychosocial factors at work.     

Women at Work—Preface

Abstract

A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. The effects of perceived demands, job content, and career/future concerns were hypothesized to influence the stress outcomes only to the extent of their influence on job control. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers. Results indicated that job control was not a crucial determinant of the stress outcomes, that job demands and career/future concerns were consistent determinants of the stress outcomes, and that job content, demands, and career/future concerns did not influence the stress outcomes through job control as described by the proposed model. The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.     

Job satisfaction and visual display unit (VDU) usage: an explanatory model

Abstract

This study explores the relationship between job salisfaction and the daily usage of visual display units (VDUs). A negative correlation is found to exist between job satisfaction and utilization of the VDU. Workers who have utilized the VDU alone for data entry were more satisfied with their jobs than those workers who had used the key punch for data entry and then switched to the VDU, although they said they preferred the VDU over the key punch. The following model was found to be statistically significant:

Job satisfaction =f(-VDU Usage + Supervisor intervention+ Team membership+ job utility—performance of the task)     

A Method of Applying Flight Data to Evaluate Landing Operation Performance

Abstract

Pilots’ operation has an important effect on flight safety and performance, particularly in the final landing stage when pilots need to deal with complicated operations. This study aims to determine the potential value of flight data and develop a method of evaluating a pilot’s performance during landing phase based on flight quick access recorder (QAR) data from the perspective of risk assessment. First, a Landing Operation Performance Evaluation Model was developed based on risk evaluation principles. Three landing parameters, which are touchdown distance, touchdown vertical acceleration and touchdown pitch angle, were selected as indicators to evaluate the pilots’ landing operation performance in this model. Second, the flight landing operation performance evaluation system (FLOPES) was set up based on the evaluation model. Test results showed that FLOPES can accomplish all calculation flow of operation performance evaluation. Finally, it concluded that this method is a more accurate and effective way for evaluating the landing operation performance of a flight. It could be as a practical tool for airlines to manage landing risk quantitatively and to provide a more practical support for improving training and design in aviation.Practitioner summary: This study aims to determine the potential value of flight data and to develop a method of evaluating pilot’s landing operation performance from the risk evaluation perspective. Test results showed that this method is effective and could be as a practical tool for airlines to manage landing risk and improve training.Abbreviations:QAR: Quick Access Recorder; FLOPES: Flight Landing Operation Performance Evaluation System; ICAO: International Civil Aviation Organization; IATA: International Air Transport Association; SMS: Safety Management System; CAAC: Civil Aviation Administration of China; FOQA: Flight Operations Quality Assurance; VBA: Visual Basic for Applications     

The impact of work-related and personal resources on older workers’ fatigue,work enjoyment and retirement intentions over time

Abstract

This study aims to examine the impact of work-related and personal resources on older workers’ retirement intentions by studying the pathways (fatigue and work enjoyment) from resources to retirement intentions, the buffering role of resources for psychological job demands, in a cross-sectional and longitudinal timeframe. Longitudinal results on a subsample of full-time, older workers (n = 1642) from the Maastricht Cohort Study suggest that over four years of follow-up personal resources like personal mastery and perceived health related to less (prolonged) fatigue and more work enjoyment. Personal mastery also related to later retirement intentions. A work-related resource like decision authority related to less prolonged fatigue. (Prolonged) fatigue related to earlier retirement intentions, suggesting that fatigue may be a pathway to early retirement. Finally, little evidence was found for effect modification by resources. This prospective study indicates that work-related and personal resources may be useful for prolonging working careers.

Practitioner Summary: To date, the impact of work-related and personal resources on older workers’ retirement intentions is rarely studied. As this prospective study shows that resources may impact older workers’ (prolonged) fatigue, work enjoyment and retirement intentions, the monitoring and fostering of resources is of importance for prolonging their working careers.