Combining association rules mining with complex networks to monitor coupled risks

A manifesto for Reality-based Safety Science

Assessing the relationship between organizational management factors and a resilient safety culture in a collegiate aviation program with Safety Management Systems (SMS)

Abstract Extant research advocates for assessing and continuously improving resilient safety culture in high-reliability organizations (HROs) such as aviation that has a fully functional Safety Management Systems (SMS). Perceptions on the relationship between four (4) organizational management factors (Principles, Policy, Procedures, Practices) and resilient safety culture in a collegiate aviation program was assessed using an online survey instrument drafted using Reason (2011) concept on safety resilience. Sample was drawn from aviation students, flight instructors, faculty and administrators. Structural Equation Model (SEM) and Causal Path Analysis (CPA) techniques were used to assess conceptual models. Results suggest good reliability and construct validity for survey instrument. All the measurement models had acceptable fit based on various goodness-of-fit indices. The results suggest all four management factors had significant predictive relationship with resilient safety culture. Practices had the weakest predictive relationship and Policy had the highest. Procedures strongly mediated path between Policies and Practices and there was no significant causal relationship between Principles and Practices. Results suggest that more focus should be placed on resilient safety practices in the collegiate aviation program. Significant benefit of this study is the validation of an instrument that explores the relationship between resilient safety culture and organizational management factors and adds to literature on resilient safety culture in collegiate aviation programs. Future studies using this survey instrument and models in other collegiate aviation programs, airlines and airports are highly recommended.

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Assessing the Relationships Between Organizational Management Factors (4PS) and a Resilient Safety Culture in a Collegiate Aviation Program With a Safety Management Systems (SMS)

Many studies have discussed unmanned aircraft system (UAS) applications for infrastructure conditions and construction project inspections. However, the industry currently faces significant...

Multilevel Goal Model for Decision-Making in UAS Visual Inspections in Construction and Infrastructure Projects

Measuring and evaluating safety management system effectiveness using Data Envelopment Analysis

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Assessing Situation Awareness in Unmanned Aircraft Systems Operations

The purpose of this study was to develop an Aviation Occupation Survey to determine what factors may contribute to the retention of women (e.g., cisgender, transgender, gender fluid) in aviation occupations in the United States. Drawing from the published literature in organizational retention and diversity in aviation, the survey was created consisting of 50 Likert-scale items on nine subjects related to career retention. A total of 188 participants (women = 70, men = 118) completed the survey. Results revealed similarities between women and men on perceptions about numerous aspects of their workplace, particularly job satisfaction, professional growth opportunities, challenging work, monetary benefits, non-monetary benefits, work-life balance, management practices, and aviation passion. However, results also revealed women reported significantly greater concerns than men on sexual harassment and gender bias in the workplace. Women also reported feeling less comfortable bringing concerns to management significantly more than men. These findings are consistent with other studies indicating a major obstacle facing women in aviation occupations stems from working in an environment with a pervasive male-dominated culture.

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Women’s Perceptions of the Aviation Workplace: An Exploratory Study

Development of a Risk Indicator Score Card for a Large, Flight Training Department

In the past 90 years, the workforce has been diversified in many fields yet gender diversity for occupations in the aviation domain (e.g., pilots, air traffic controllers, aircraft maintenance technicians) has grown slowly. To explore this issue, the objective of this archival study was to examine the increase in the number of females and males from 2005 to 2018 for six aviation occupations in the private sector (civilian) in the United States: aircraft pilot and flight engineer; air traffic controller and airfield operations specialist; aerospace engineer; avionics technician; aircraft mechanic and service technician; and aircraft structure, surfaces, rigging, and systems assembler. Data were obtained from the American Community Survey using Public Use Microdata Sample from the United States Census Bureau. Results revealed females still comprise a very small percentage of the total workforce across aviation occupations. Change across the years was shown to be more erratic for females, compared to males. Further research is warranted to investigate the underlying causes for these erratic trends in the female aviation workforce in order to help solve the severe labor shortage affecting the entire aviation industry.

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Marisa D. Aguiar M.S.

Papers

Measuring and evaluating safety management system effectiveness using Data Envelopment Analysis

Assessing Situation Awareness in Unmanned Aircraft Systems Operations

Women’s Perceptions of the Aviation Workplace: An Exploratory Study

Development of a Risk Indicator Score Card for a Large, Flight Training Department

Gender Diversity in the Aviation Workplace