(a)

(b)

(c)

(a)

2.

(a)

(b)

(c)

(4)

APPENDIX A—Cont.

g
E. For each question listed below, check Fs
the one phrase which best describes 23
our answer.
ye 7 a 3
3
Z6

How much in terms of job duties do
supervisors or crew chiefs ct_of
new trainee and developmental controllers

Bw CLC.) ra

How much in terms of job duties do

supervisors or crew chiefs expect of

new trainee and developmental controllers

Who are females?........cecceeeese cee cseeeeeseeee

How much in terms of job duties do
supervisors or crew chiefs expect of
new trainee and developmental controllers

who are from minority group8?...........00ceceeees —

How much in terms of job duties do
supervisors or crew chiefs expect of
new trainee and developmental controllers

who are over 35 years of age?.........

How much in terms of job duties do
journeyman controllers expect of new
trainee and developmental controllers

AM BEMETAL? 0... eee eee cece cece ee ceren ese cseee —

How much in terms of job duties do

journeyman controllers expect of new
trainee and developmental controllers

who are females?............ecceceeee

How much in terms of job duties do
journeyman controllers expect of new
trainee and developmental controllers

who are from minority groups?.....

How much in terms of job duties do
journeyman controllers expect of new
trainee and developmental controllers

who_are over 35 years of age?....

24

lore than

hould be

fi

bout what
should be

Ii

[

ss than

jould be

luch less than

thould be


management and supervisors, attritions provided
less positive responses than did retentions. At-
tritions indicated significantly more often than
did retentions that management treated them
differently and was not sufficiently capable and
that supervisors treated them differently, were
hard to please, were annoying, and were not
helpful. The report of the previous study? cited
several suggestions ,regarding ways to improve
retention rates.

4, Sex differences. The majority of the overall
sex differences obtained in this study were also
noted in the previous report. Women were sub-
stantially more positive than were men regarding
ATC pay. Coworkers (both trainees and jour-
neyman controllers) were viewed considerably
more negatively by women than by men (Sec-
tions A and E of the questionnaire). Thirty
percent of the women compared to 6 percent of
the men (7<0.01) agreed that coworkers dis-
criminated against them (Section A of the ques-
tionnaire). Significantly more women than men.
also felt that coworkers were boring, vulgar, and
too friendly. Women responded substantially
more often than did men that management and
supervisors treated them differently. In addi-
tion, supervisors and journeymen were seen by
significantly more women than men as expecting
more from female trainees than they should.
Suggestions offered previously? to improve these
attitudes are applicable to the present data.

5. Training needs. Section A of the question-
naire included some items concerning facility
training. One item inquired whether Academy
training should precede facility training. Sev-
enty-one percent of ali subjects responding
agreed it should. Seventy-nine percent of those
initially trained at the FAA Academy agreed
Academy training should come first, compared
to 62 percent of those initially trained at field
facilities (p<0.05), From another perspective,
79 percent of the Academy-trained group favored
the program alternative under which they were
being trained, while only 38 percent of the fa-
cility-trained group favored the program they
were undergoing.

In Section C of the questionnaire, the subjects
rated overall Academy training and the ability
of Academy instructors as “good” (about 4 on a
5-point scale) but rated facility training and
instructors significantly lower (from one-half to
two-thirds of a point). These findings were con-

18

sistent for both the Academy-trained and facil-
ity-trained groups. Also, attritions from each
group rated their understanding of and ability
to apply the training obtained at facilities about
one-half point lower (py<0.05) than did reten-
tions.

More of the recommendations listed in response
to Section D of the questionnaire concerned
training than any other job aspect categorized.
This was true for both retentions and attritions
of the Academy-trained and facility-trained
groups. Thirty-eight percent of the suggestions
dealt with training and 13 percent were directed
at management. No other area received as much
as 10 percent of the recommendations. Of the
122 training suggestions, 33 percent specifically
mentioned changes involving either facility
training (17 percent) or facility instructors (16
percent), and about 8 percent involved either
Academy training (5 percent) or Academy in-
structors (3 percent). Retentions and attritions
of each training group recommended more
changes for the facility phase of training than
for the Academy phase. Seventeen percent of
the training suggestions criticized the pace of
training (as irregular, too fast, or too slow).
Most of the other recommendations (27 percent)
were too general to subcategorize or were infre-
quently cited (miscellaneous).

Despite the frequency of recommendations di-
rected at training, it was not seen as the worst
feature of ATC work. In Section B of the ques-
tionnaire, 35 percent of the subjects’ responses
concerning the worst feature were classified un-
der the heading of working conditions. This
category includes such aspects of work setting as
facilities, work schedule, equipment, and location.
The second most disliked feature of ATC work
was agency policy and administration (20 per-
cent).

The subject of transfers appears in several sec-
tions of the questionnaire. Concerning assign- .
ments, only 14 percent of the trainees agreed
there was good opportunity to transfer; this was
the most unfavorable response to any of the 107
items in Section A of the questionnaire. In
Section C, the trainees were asked to rate the
quality of information they received when hired
concerning opportunities to transfer to non-ATC
jobs. In this regard, the mean ratings of the
various groups ranged from 1.94 to 2.14 on the
5-point scale wherein “2” represented “bad.”


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28


2. Section B. Section B consisted of two free-
response, or open-ended, statements for elicita-
tion of what each subject regarded as the best
and worst features of being an FAA air traffic
controller. The responses were sorted into 16
categories, corresponding to those specified by
Herzberg.’ Six of the factors, designed by Herz-
berg as “motivators” and primarily associated
with job satisfaction, are: work itself, achieve-
ment, responsibility, recognition, advancement
opportunity, and possibility of growth. The re-
maining 10 factors, concerning hygiene (ie.,
work situations) and usually associated with job
dissatisfaction, are: company policy and admin-
istration, working conditions, technical super-
vision, interpersonal relations with peers, factors
in personal life, salary, interpersonal relations
with superiors, job’ security, status, and inter-
personal relations with subordinates.

3. Section C. The 11 items in Section C meas-
ured, on a 5-point scale, (a) how well informed
the subject felt he or she was about four aspects
of the job upon accepting appointment to ATC
work (ie., job duties, career progression, oppor-
tunities for transfer to non-ATC jobs, and the
“how” and “when” of possible elimination from
training) and (b) how he or she viewed seven
aspects of ATC training. The latter included
evaluating facility training, Academy training,
facility instructors, Academy instructors, the
ability of Academy instructors to predict which
trainees were likely to be good or poor at ATC
work, the subject’s degree of understanding of
ATC work, and the subject’s ability to apply
that understanding as a result of Academy train-
ing and as a result of facility training. Rating
choices ranged from “excellent” (code 5) through
“neither good nor bad” (code 3) to “very bad”
(code 1). .

4, Section D. In Section D, each subject was
asked to suggest two changes for the ATC sys-
tem. Each suggestion was placed in one of sev-
eral categories (e.g., training suggestions), which
were established after sorting through all sug-
gestions.

5. Section E. Section E (16 items) elicited
responses involving perceived attitudes of man-
agement, supervisors, and journeyman controllers
toward trainees based on sex, age, minority
membership, and trainee status in general. This
section consisted of four parts, and each part
comprised four items. In the first part, the sub-

ject was asked to indicate how much, in terms of
job duties, he or she felt was ewpected of each of
four training groups (ie., females, minority
members, older trainees, and all newly hired
ATCS’s) by the supervisors or crew chiefs. The
five response alternatives ranged from “much
more than should be” (coded as 5) to “much less
than should be” (coded as 1). The second part
consisted of a similar group of items but per-
tained to the subject’s concept of the expectations
of journeyman ATCS’s rather than of supervis-
ory personnel. In the third part, the subject was
asked about how he or she thought the journey-
man controllers generally accept each of the four
‘trainee groups; the five response alternatives
ranged from “completely accept” to “completely
reject.” The fourth part concerned the general
treatment of each of the four trainee groups by
journeymen; five choices, ranging from “very
good” to “very bad,” were offered. For analytic
purposes, responses to items of the third and
fourth parts were assigned codes of 1 to 5; in
each instance, the lowest code pertained to the
most negative view and the highest reflected the
most positive view.

6. Section F. Questionnaires mailed to the
attrited subjects only included an additional
section (ie. Section F), listing 20 possible
reasons for leaving ATC work. Space was allo-
cated beside most of the 20 items for giving more
detailed information or examples.. The respond-
ent was asked to indicate, in rank order, one to
four reasons bearing upon a decision to terminate
FAA ATC employment. Although some sub-
jects ranked more than four causes for termina-
tion, those ranked beyond the fourth were ignored
for analysis purposes. On the basis of trends in
responses, a few alternatives were grouped; the
few that elicited no responses were eliminated.
For the telephone interviews, three raters, in-
cluding one of the authors (JJM), separately
categorized the reasons for attrition, noting a
main reason and, if given, one to three secondary
reasons. If two or all three of the raters agreed
on the main reason, that became the consensus;
in the few cases in which all raters disagreed,
the consensus reason was chosen by one of the
authors (JJM).

D. Response Rate. As mentioned earlier, 34
of the 62 females and also 34 of the matched
group of 62 males recruited prior to discontin-



APPENDIX A—Cont.

3.

(a) How do journeyman controllers accept
new trainee and developmental controllers

in BEneral?....ssseereresetacrsrrecsssserrrs seer”

(b) How do journeyman controllers accept
new trainee and developmental controllers

who are females?.....ssseccecerereerersrerereeee®

(c) How do journeyman controllers accept
new trainee and developmental controllers

who are from minority groups?.

(4) How do journeyman controllers accept
new trainee and developmental controllers
who_are x 35 years Of age?...sesreeeersesereres

4,

(a) What kind of treatment do journeyman
controllers give new trainee and
developmental controllers in general?......++++++

(b) What kind of treatment do journeyman
controllers give new trainee and
developmental controllers who are

(c) What kind of treatment do journeyman
controllers give new trainee and
developmental controllers who are

from minority group8?...seeererererseerereereeeee

(d) What kind of treatment do journeyman
controllers give new trainee and
developmental controllers who are

over 35. years of age?..sssesserreersrerrersreres

25

Completely
laccept

|

[ood

artly
iccept

t

|cooa

ither accept
r reject

Es

[Nether good
nor bad

bey

[pea

letely

eject

Weer



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Highly paid..

Less than I deserved.

Better than most other
jobs I might get........

FACILITY TRAINING

Good......
Much too har se eeeeee
Harassed me more than
Different standards

for me.......
Timely. .
Adequate.,
Too hurried........
Should come after Academy

training............000.

WORKING CONDITIONS

Location good.............
Comfortable. seeeee
Surroundings unpleasant...
Hours advantageous........
Marginal.....
Insecure. .
Equipment up-to-date......
Adequate work space.......
Needed improvements.
Isolated.....

Hilt Ul | LTT [sere
| | Tl

IEEE

APPENDIX A—Cont.

| Disagree

ASSIGNMENTS

| Agree

Facility I wanted.........

Based on ability.....

Option I wanted...........

Good opportunity to
transfer.....

PROMOTIONS

Poor opportunity for
advancement............+
Opportunity somewhat
limited...
Promotion on ability.
Fair for all ATC
options..
Infrequent...
Too fast....
Reflect greater
responsibility..........

SHIFT WORK

Unhealthy...............4.
Rotations too frequent....
Shift length o.k....
Night work pleasant. .
Desirable.................
Busy shift best
Upset family life ee eeee
Difficulty to manage out-

side responsibilities...
Family adjusted o.k.......
Fatiguing.................

| Disagree

B. Please complete the following statements.
space for your response, you may continue on the reverse side of this
sheet.

The best feature of being an FAA air traffic controller is

If there is not sufficient

The worst feature of being an FAA air traffic controller is



TABLE 5.--Frequencies With Which Categorized Recoumendations Concerning Changes in the ATC System

Were Suggested by En Route Trainees in Section D of the Questionnaire

Academy Trained Facility Trained All Ss

Reten- Attri- Reten- Attri-

tions tions Total 2% tions tions Total z XL 2
Recommendations ~
concerning:
Training 19 43 62 34 a 29 60 4 122-38
Management ww “4 28 16 n 3 “w 10 4 2B
Work itself 6 8 4 8 7 6 3 10 27 9
ATCS selection 12 5 vv 9 2 4 6 4 23 7
Work schedule 5 4 9 5 5 8 13 10 22 7
Transfers 6 3 9 5 3 4 7 5 16 5
Promotions 7 3 10 6 3 2 5 4 15 5
Equipment 4 4 8 4 5 1 6 4 4 4
Discrimination 4 3 7 4 0 3 3 2 lo 3
Miscellaneous =a 20 a2 9 4 = = 7 2% 8

Total 84 7 181 7 65 136 317

E. Section D of the Questionnaire: Suggested
Changes. Of the 186 respondents to the ques-
tionnaire, the majority complied with the request
in Section D for fwo suggested changes in the
ATC system; however, several trainees submitted
none and a few only one. The 58 attritions of
the Academy-trained group who returned ques-
tionnaires provided a total of 97 recommenda-
tions (rather than 116), reflecting a relative
response rate of 83.6 percent; the corresponding
rate for the retentions was 87.5 percent. Of the
facility-trained trainees, the response rates were
85.5 percent for the attritions and 84.5 percent
for the retentions.

Of the total of 317 changes suggested for the
ATC system (Table 5), most concerned ATC
training (38 percent of all recommendations) and
management (18 percent). Aspects of the work
itself were the object of 9 percent of the recom-
mendations, followed by miscellaneous sugges-
tions (8 percent), ATCS selection standards (7
percent), work schedule (7 percent), transfers
(5 percent), promotions (5 percent). equipment
(4 percent), and perceived discrimination (3
percent). Although all of the suggestions deal-

ing with discrimination were made by women
(four retentions and six attritions), sex discrimi-
nation against: women was mentioned less than
special favors granted to “minority” groups,
which include women.

Overall, of the -122 suggestions specifically
mentioning training, 27 percent were general in
nature, 24 percent criticized the pace of training,
17 percent pertained to improving facility train-
ing, and 16 percent suggested changes concerning
the selection and training of facility instructors
(Appendix I). Many of the 42 recommendations
involving management reflected a perceived “up
or out” or “feast or famine” policy; ie., percep-
tions that trainees either advanced to journeyman
level after a specified amount of training or were
eliminated from the air traffic system due to very
limited opportunities for transfers (either to
other types or levels of facilities or to other series
ot FAA jobs). A number of comments supple-
menting these recommendations alleged a nega-
tive attitude and a lack of concern for people on
the part of ATC management.

14




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As mentioned earlier, the 30 facility-trained
male attritions included 25 who participated in
the telephone interviews, whereas only 10 of the
16 facility-trained female attritions were inter-
viewed. Some 28 percent (N=7) of the 25 males
claimed to have left because of training diffi-
culties and the same proportion cited other job
opportunities, 16 percent (N=4) of the males
presumably left due to job pressure (responsi-
bility), 12 percent (N=8) indicated their termi-
nation was prompted by policies precluding a
transfer to either Terminal or FSS work, and
8 percent (N=2) cited perceived discrimination.
Ten percent (N=1) of the 10 facility-trained
female attritions alluded to problems in training,
30 percent (N=3) of the 10 cited family-related
reasons, 20 percent (N=2) mentioned job pres-
sure or responsibility, a similar proportion
claimed sex discrimination by instructors and
coworkers, 10 percent (N=1) cited another job
opportunity, and the one remaining female
claimed termination was due to inability to
transfer to another ATC option.

Results from the two training groups are simi-
lar with regard to the major reason for attrition
other than training difficulties; namely, another
job for men and family reasons for women.
However, there are also some interesting differ-
ences between the groups. First, the number
citing training failures or difficulties is smaller
for both men and women who did not attend
basic training at the Academy. Since the Acad-
emy, in addition to training, provided a screen-
ing function, this difference is to be expected.
As a result of this reduction in training failures
among the facility-trained group, other cate-
gories, therefore, show increases in the frequency
with which they were cited as reasons for attri-
tion. Thus, in the case of men, another job op-
portunity and job pressure showed the highest
gains. For women, family reasons for attrition
remained about the same (30 percent) while
every category other than miscellaneous - in-
creased somewhat. It is of interest that (a)
reasons for attrition associated with job pressure
increased for both men and women who were
facility trained, (b) family reasons were stable
(and high) for women in both groups, and (c)
the importance of another job opportunity as the
major non-training-related reason for male at-
tritions was affirmed.?

2, Reasons for attrition obtained from Section
F of the questionnaire. The frequency of reasons
for attrition cited on Section F of the question-
naire appear in Table 2, Both Academy-trained
and facility-trained women cited family problems
most frequently (25 percent for each group) and
training failures second (21 percent and 17 per-
cent). Some form of perceived discrimination
(17 percent) and inadequate training (13 per-
cent) were also cited by Academy-trained women
but were not mentioned as frequently by facility-
trained women. Among the men, both Academy-
trained and facility-trained attritions cited
training failure and inadequate training as the
two primary reasons for leaving ATC work; no
other single reason for either group accounted
for as much as 10 percent of the responses. These
results generally are similar to those obtained
from the telephone interviews. A comparative
analysis of differences between the categories of
reasons for attrition obtained from telephone
interviews, questionnaires, and job-exit forms has
already been presented elsewhere.*

B. Section A of the Questionnaire: Job Atti-
tudes.

1. General findings. To assess the degree of
“favorableness toward” or “satisfaction with”
each aspect of work, the percentage of subjects
agreeing to positively worded items and disagree-
ing to negatively worded items in Section A was
calculated. Based on these calculations, the per-
centages of the total group expressing favorable
attitudes ranged from 14 percent (for “good
opportunity to transfer assignments”) to 98 per-
cent (for two items: neither coworkers nor super-
visors were viewed as overly protective). The
average favorableness for all 107 items was 68
percent (Table 3; also see Appendixes C, D, and
E). The percentages were almost identical for
the Academy-trained and facility-trained groups
(69 and 68 percent, respectively).

Twelve items were answered positively by
more than 90 percent of the Academy-trained,
facility-trained, or combined groups of subjects.
All groups agreed that ATC work was respected
and challenging, that supervisors were not overly
protective, and that coworkers were neither
overly friendly nor overly protective. Cowork-
ers were seen as responsible by 95 percent of the
Academy-trained group and by 89 percent of the
facility-trained group. Similarly, 91 percent and


APPENDIX A—Cont.

oe CJ
a)
C. Check the adjective which best describes 3 weg 3
your FAA-ATC experience. 3 ~ 23 S
3 gy 3 8
& 3 fF as

a. When I accepted appointment as an ATC, ay

information about ATC job duties WaS..+...-es-seeeees ou mee em

b. When I accepted appointment as an ATC, my
information about how and when I might be
eliminated from training WAS......ssseceeeeseee eres * ume meme mmm

c. When I accepted appointment as an ATC, wy
information about ATC career progression WaS...-.++++ 0 =

d. When I accepted appointment an ATC, my
information about opportunities for transfer
to Non-ATC Jobs WAS. ...eccececser eer ccrsc eee eese rere s ae mmm mmm meme

e. The training at the FAA Academy was.

f. The training at my facility was...--sseccererrrr>

g- The training ability of FAA Academy instructors was.. 0 ee
h. The training ability of my facility instructors was... eee

4. The ability of FAA Academy instructors to determine
which trainees were likely to be good, and which
were likely to be poor, at ATC work was....--sseseee+ 0 a ee

j. As a result of FAA Academy training, my under-
standing of ATC work and ay ability to apply
that understanding Was.....ssssccceesseeeee rere eee e es mmm meme meme ene me

k. As a result of facility training, my under-
standing of ATC work and my ability to apply
that understanding was

Please complete the following statements. If there is not sufficient
space for your response, you may continue on the reverse side of this
sheet.

I£ I could make two changes in the total ATC system, I would recommend:

~m

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Technical Report Documentation Page

Y. Report No. 2. Government Accession No. 3. Recipient's Catalog No.
FAA~AM- 75-3

4. Title ond Subtitle 3. Report Date

ATTITUDES ON EN ROUTE AIR TRAFFIC CONTROL TRAINING May 1975

AND WORK: A COMPARISON OF RECRUITS INITIALLY 6. Performing Orgonization Code
TRAINED AT THE FAA ACADEMY AND RECRUITS INITIALLY

TRAINED AT ASSIGNED CENTERS 8. Performing Organization Report No.

7 Aauher's) John J, Mathews, M.S., Bart B. Cobb, M.S.,
and William E, Collins, Ph.D

9. Performing Orgonization Name and Address 10. Work Unit No, (TRAIS)
FAA Civil Aeromedical Institute :
P.0. Box 25082 TT. Contract or Gront No.

Oklahoma City, Oklahoma 73125

13. Type of Report and Period Covered

12. Sponsoring Agency Name ond Address

Office of Aviation Medicine OAM Report
’ Federal Aviation Administration
800 Independence Avenue, S.W. 14. Sponsoring Agency Code

Washington, D.C. 20591

15. Supplementary Notes

This research was conducted under Tasks AM-B-73-PSY-43, AM-C-74-PSY-43, and
AM-~C-75-PSY-42,

6. Abstract

In this comparison, questionnaires concerning aspects of training-related and work-
related attitudes were sent to 225 ATC trainees who represented groups of attri-
tions and retentions in two En Route training programs; viz, programs that provided
basic training at the FAA Academy and programs that provided basic training at the
trainees' assigned facilities, The overall return rate for the questionnaire was
82.7 percent (from 106 of 124 Academy-trained subjects and 80 of 101 facility-
trained subjects). Data from both groups generally support our previous findings
regarding sources of differences in work attitudes between sexes and between
attrition-retention groups. The overall profile of work attitudes was a positive
one for attritions and retentions of both sexes, With regard to training, Academy
instructors and Academy training received very high ratings from all groups of sub-
jects. The majority.of subjects in both the Academy-trained and the facility-
trained groups felt Academy training should precede facility training. The most
frequent recommendations for change in the ATC system involved facility training
and facility instructors; modifications in the pace of training were also
recommended frequently, Some of the trainees' perceptions of facility management
indicate areas in which improved communication would be helpful. In telephone
interviews of 99 attritions (from the combined Academy-trained and facility-trained
groups), 83 percent indicated they would again consider FAA employment and 68
percent said they would consider reapplying for FAA ATC work.

17. Key Words 18. Distribution Storement
Air Traffic Control Work Document is available to the public
Training through the National Technical Information
Work Attitudes Service, Springfield, Virginia 22151
Employee Attrition

19. Security Classif, (of this report) 20. Security Classif. (of this page) 21. No. of Pages 22. Price
$3,00 PC
Unclassified . Unclassified 36 § 195 Me

Form DOT F 1700.7 (8-72) Reproduction of completed page authorized



‘Acceptance by journeyman controllers Treatment by journeyman controllers
as perceived by trainees as perceived by trainees
Academy-Trained Group Facility-Trained Group Academy-Trained Group Factlity-Trained Croup
retentions
as sceeietons
; retentions ~s we
£ retentions ~>s~@&j_--O
Fy Da
i. (OOS attetttons
. °
On, s. attritions ‘o- 0
tam gen
ee ee | a
ae go: of doy od: iogGo:od iad:
2 # 2 2 #8 § ig 2 2 3 —€ @¢ 2
¢ $3 3 2 8 G2 3 2 8 ges = 3 Bs 2 3
iB = #8 : is 3 os #8 gos
fi 4 #3 48 Py 3a #8 4f z 8
af : : i
3 3 2 3
Trainees
Retentions
Mean 3.51 3.09 2,98 3,17 3.69 3.21 3.26 3.52 3.63 3,66 3.38 3.15 3.45 3.555 3,36 3.45
$.D. 0.86 1.06 0,95 0,88 0.87 1.00 1,08 0,97 0,62 0,98 0,77 0.72 0,77 0.89 0.76 0.71
aversetons
Mean 3.23 3.06 2.88 «3.16 2.9% 2.83 2.75 2.83 3.49 3,42 3,27 3.36 2,97 3,21 2.89 2.94
$.D. 1,10 1.07 0,9 Lu 1.17 34 1 1.25 0.87 0,91 0,89 0,82 1,10 1,27. 0.99 1,01
Combined
Mean 3.38 3,07 2,99 3.17 3,35 3,06 3,03 3,21 3.41 3.43 3.26 3.26 3,230 3,39 3.16 3,22
8.1 1,00 1.06 1.00 1,01 1.08 1,17 1.12 1,15 0.82 0.92 0.85 0.78 0.96 1,08 0.90 0,89

Fieure 4. Mean ratings by En Route recruits of their perceptions of journeyman controllers’ acceptance and treat-
ment of trainees (in response to Section E of the questionnaire).

trainees. Relatively lower ratings were given in
reference to women, and the lowest ratings per-
tained to minorities. However, for this subsec-
tion, all mean ratings were above 3.00 (i.e,
expectations “about what should be”), the range
being 3.08 to 3.53 (Figure 3).

Regarding both acceptance by and treatment
by journeyman controllers (Figure 4), all mean
ratings for the subgroups were near the neutral
code 3 (from 2.99 to 3.43), which corresponds to
perceptions falling between “neither accept nor
reject” and “partly accept” in the one instance
and treatment between “neither good nor bad”
and “good” in the other.

1. Attritions versus retentions. Only 3 of 16
differences were significant (by t test) between
attritions and retentions regarding expectations
held by supervisors or by journeyman controllers
for the four subgroups (Figure 3). Specifically,
the Academy-trained group of attritions rated
supervisors’ expectations of new trainees in gen-

eral and of older trainees significantly higher
(p<0.01 in both cases) than did retentions (3.34
versus 3.02 and 3.43 versus 2.98, respectively),
while facility-trained attritions rated the expec-
tations of journeyman controllers significantly
higher (p<0.05) regarding older trainees than
did retentions (3.58 versus 3.20).

Insofar as acceptance and treatment of trainee
groups by ‘journeyman controllers is concerned
(Figure 4), there were no attrition-retention
differences among Academy-trained subjects.
Among -the facility-trained, however, attritions
ranked significantly lower than did retentions
both the acceptance (p<0.05 to p<0.01) and the
treatment (p<0.05 in all cases) accorded new
trainees in general, minorities, and older trainees.
Acceptance and treatment of women were also
rated lower, but not significantly so.

2. Males versus females. With regard to ex-
pectations held by both supervisors and journey-
man controllers, t tests yielded one consistent sex
difference (Appendix J). Academy-trained and

16


There were no differences between the Acad-
emy-trained and facility-trained groups or be-
tween men and women in the frequencies of any
of the categorized recommendations. When re-
tentions and attritions were compared, attritions
gave significantly more responses (p<0.05 or
better by chi square) concerning ATC training
(46 percent versus 32 percent) and fewer re-
sponses regarding management (8 percent versus
18 percent).

F. Section E of the Questionnaire: Perceived
Status of Trainees. This section comprised four
subsections, each of which: included four items.
The items pertained to expectations, acceptance,
and treatment of four groups of trainees (viz,
new trainees in general, women, minorities, and
trainees over 35 years of age). The Academy-
trained and facility-trained groups differed sig-
nificantly (by t test) on only one of the 16 items;
the expectations of supervisors for new trainees
in general was rated higher by the Academy-

trained group (3.19 versus 3.00). It should be
noted, however, that both means are close to rat-
ings of “about what should be” (see Figure 3).

For both groups, the ratings for expectations
held by supervisors are “about what should be”
for new trainees in general and for older train-
ees; the supervisors’ expectations for these sub-
groups received the highest ratings (Figure 3).
Lower ratings were given to supervisors’ expec-
tations of performance by women (2.96 and 2.75
by the Academy-trained and facility-trained
groups, respectively) and by minorities (2.87
and 2.64). The ratings of women and minorities
(particularly the latter) by the facility-trained
group clearly fall between the categories of “less
than should be” to “about what should be.”

The rating patterns for both the Academy-
trained and facility-trained groups regarding the
expectations held by journeyman controllers were
similar in that the highest ratings were recorded
for all new trainees in general and for older

‘Expectations held by supervisors Expectations held by journeyman controllers
as perceived by trainees as perceived by trainees
‘Academy-Trained Group Tactiity-Trained Group ‘Acadewy-Trained Group Facility-Trained Grou
35
P ° J
Q / Q retentions ,/ 5 atertttons
S 7 2 —e—e'* Now. ’
3 retentions / \ / 4
ae . ! wertviow retentions
j = attrtttons
attritions
25
N »
T T T q T T T 1 f T T TT T T T
306708 ios sia: & Hit i tdi:
iG 2: 2 Gig od f GPa’: #& i i
go ge = of S ge *F EF 8 # 8 93% @ &
go Es gs 8 * : 3 « &s :
i 34 z# 8 38 #2 # z R 38 Py
i i
& & & g
Trainees
Retentions
Mean 3,02 2,98 2.91 2.98 2.98 2,80 2.67 3,07 3.28 3.26 3.2 3.28 3.48 3.15 3,05 3,20
$.D. 0.61 0.9% 0.93 0.65 0.35 0.60 0,65 0.41 0.62 0,99 0.92 0.65 0.63 0.77) 0.73) 0.51
Attritions
Mean 3.34 2.96 2.83 3,43) 3.03 2.69 2.61 3.26 3.39 07 3,06 3.43. 3.58 3.23 3.11 3,58
S.D. 0.55 0.88 0.91 0.60 0.70 0.90 0.84 0.74 0.68 0,89 0.99 0.68 0.86 1.06 0.95 0.81
Combined
Mean 3.19 2.96 2.87 3.24 3.00 2.75 2.66 3.16 3.33 3.16 3.15 3.31 3.53 3.19 3.08 3.38
3.D, 0,60 0,90 0,92 0,65 0,53 0,75 0,74 0,59 0.65 0,94 0.96 0.69 0.73 0.91 0.83 0.69

Fieurr 3. Mean ratings by En Route recruits of their perceptions of supervisory and journeyman controllers’ ex-
pectations of trainees (in response to Section E of the questionnaire).

15



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treated them differently; that they were harassed
more than most others during facility training,
which in itself was seen as too hurried and not
adequate; that they had less often been assigned
to the option or the facility they wanted; and
that they less often saw shift length as O.K. and
the ATC work itself as fascinating or pleasant.
Retentions agreed more often than attritions that
they were not highly paid, that shift work made
it hard to manage outside responsibilities, that
promotions were limited and infrequent, that
equipment was not up to date, and that facility
management did not exhibit good planning.

C. Section B of the Questionnaire: Features
of the Job. In Section B, subjects were asked to
state the best feature and the worst feature of
being an ATCS. Of the Academy-trained sub-
jects who returned questionnaires, 19 of the 25 fe-
male attritions, 29 of the 33 male attritions, and
21 each of the 29 male and 24 female retentions
cited a best feature; a worst feature was stated by
17 female and 21 male retentions and by 15 female
and 29 male attritions. Among the facility-
trained subjects who returned questionnaires, a
best feature was cited by 11 of 12 female and 25
of 26 male attritions and by all 13 female and all
29 male retentions; a worst feature was stated by
12 female and 22 male attritions and by 13 fe-
male and 29 male retentions (see Table 4).

Of the categories, which correspond to those
used by Herzberg,’ salary (30 percent versus 44
percent), work itself (19 percent versus 12 per-
cent), and achievement (18 percent versus 26
percent) accounted for the majority of features
cited as best about ATC work for the Academy-
trained and facility-trained groups, respectively.
The Academy-trained group also frequently cited
job security (13 percent) and recognition (11
percent). Working conditions (41 percent versus
29 percent) and company policies and adminis-
tration (22 percent versus 17 percent) were the
two worst features mentioned primarily by the
Academy-trained and facility-trained groups, re-
spectively. The latter group also frequently
cited responsibility (17 percent) and job security
(18 percent) as a worst feature, while 10 percent
of the Academy-trained group cited peer rela-
tionships as a worst feature. No other categories
comprised as much as 10 percent of the responses.

In general, for both groups, two of the three
most frequently cited best features (work itself
and achievement) are the same as those noted by

10

Herzberg as top motivator factors, and two of
the three most frequently cited worst features
(company policies and working conditions) are
jdentical with Herzberg’s top hygiene factors.
Salary is mentioned as a best feature more often
by FAA controllers than by many other occupa-
tional groups’®"; this incidence is probably re-
lated to the fact that pay is relatively high for
the ATC entry-level experience and education
requirements (but not necessarily for the respon-
sibility and mental abilities involved). This
appears particularly true for En Route trainees
(who tend to be higher paid than FSS and
Tower personnel), but its high rank in this study,
compared with its relatively lower ranking in
other studies°** may be due to the way the
question was phrased ; e.g., citing the best feature
of being a controller versus citing what the
trainee likes best about ATC work. Responsi-
bility, usually a motivating factor, was a rela-
tively high-ranking worst feature, especially for
the facility-trained group. In view of the criti-
cal role controllers have in the safety of air
passengers, some apprehension concerning their
responsibility is understandable.

In comparing attritions and retentions, we
found a remarkably high degree of similarity in
the proportions of subjects who cited the various
categories of best and worst features of ATC
work (Appendix F). Similarly, only one major
difference appeared in comparing the features
reported by men and women (Appendix F) ; viz,
men more often than women listed job security
as a worst feature (15 percent versus 4 percent,
p<0.05 by chi square).

D. Section C of the Questionnaire: Orienta-
tion and Training.

1. Information about the ATC career at time
of appointment. There were no significant dif-
ferences between men and women (Appendix G),
between attritions and retentions, or between the
Academy-trained and facility-trained groups on
any of the four items dealing with the quality of
information they received about the ATCS ca-
reer at the time of their appointment. For both
training groups, average ratings for three items
(knowledge about (a) ATC job duties, (b) the
“how and when” of elimination from training,
and (c) career progression) were near the mid-
point on the 5-point scale (total group means
ranged from 2.80 to 3.37) ; ie. near 3, where the


. Other: (specify)

APPENDIX A—Cont.

Below is a list of possible reasons why some people leave their jobs.
Only one reason may be important or several may contribute to leaving.
Please rank those items which were most important in your leaving FAA-
ATC work. You may rank as many as four items. Please read through
all of the items before you begin ranking.

If only one item was important, put a "1" in the space provided to
the left of the item. If two items were important reasons, rank the
most important reason "1" and the second most important "2," Follow
the same procedure if you want to rank three or four items, but rank
no more than four. If you choose any items from g through t, please
complete the statement, circle alternatives, or give examples as
required. The last two items permit you to write in important reasons
which may not be listed.

Disliked shift work.

Pay inadequate.

Lacked aptitude for job.

Poor working conditions in facility.
Too much responsibility in job.

Discriminated against by co-workers, Supervisors, management because
of my age, race, sex. (Circle any appropriate underlined words.)

Failed training because

Health problems due to

Desired different geographic location because
ee

Family problems because

Lack of motivation for job because

Little in common with co-workers because

Disliked treatment by co-workers: (example)

Disliked treatment by supervisors: (example)
-

Training was inadequate because

Got a job I considered better because

Found I didn't like this type of work because
ee

Insecurity due to

Other: (specify)

26


APPENDIX G

Academy-Trained Group ility-Trained Group
3.5
3 3.0
2
3
2
3
a 4
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2.0 oJ
3
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ea ° « on 2 es « es
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2 g 822 ya ee g 23 ud EE
fe e8 2B: $3 i 23 38 £3 ee
e8 33 £3 z
§ 83 34 ge a8 22 3a re g
& § ae & oO 2 we cee ow we
ios ev oo ° we
< ive 2 ° ius 2 °
§ E3g z 8 £95 Fa 8
Trainees
3.09 2.72 3.37 2.05 2.95 2.89 3.04 1.94
1.22 1.21 1,02 1.01 1.08 1,27 1,03 1,01
3.27 290 3.37 2.14 3.06 3.08 3.24 2.13
1.15 1,21 1.01 1.13 1.25 1,39 1.25 1,01
Combined
Mean 3.17 2.80 3.37 2.09 2.98 2.95 3.10 2.00
S.D. 1.19 1.20 1,02 1,07 1.16 1,32 1,13 1,02

AppenpIx G. Mean ratings by En Route male and female recruits regarding the quality of their information about
the ATC career by the time of appointment (in response to Section © of the questionnaire).

32


1. Academy-trained group. The subjects com-
posing the group referred to as the Academy-
trained group represent the 124 En Route
trainees from a sample of 238 air traffic control
specialists (ATCS) used in previous studies of
job attrition.!? The procedures used in selecting
the sample of 238 (which also included 114
trainees in the Terminal and FSS options) are
detailed in one of these studies’; the major con-
sideration was to include all women hired during
the period under study. Thus, the group of 124
trainees of the present study comprised all 62
women who entered the En Route course at the
Academy from December 1968 through March
1970 and also 62 men from the same classes.
Each man selected was chosen to match a female
counterpart as closely as possible with respect to
a number of variables including age, possession
of previous certified ATC experience (usually
from military service), size and geographical
location of the Center facility to which assigned,
date of entry into Academy training, duration
of employment, and salary. However, the most.
important of the matching variables was reten-
tion-attrition status, Using June 1, 1972, as a
cutoff, date, we found that 28 women (and, there-
fore, their 28 male matches) were still in FAA
ATC work (retentions) while 34 women (and
the matched 34 men) had left ATC work (attri-
tions). Whereas the 62 women represented the
entire input of females to the Academy En Route
courses during the period, the 62 men represented
only a small percentage of male trainees entering
during the period. It should be noted that the
attrition rate of 55 percent for the women was
significantly higher than that (88 percent)*® for
the total input of trainees. While there was no
difference in attrition during Academy training
(around 20 percent for each sex), the percentage
of women leaving ATC work during subsequent
facility training was about twice that of men.®

2. Facility-trained group. All 101 of the En
Route trainees in the group referred to as the
facility-trained group (a) were hired during the
period April-December 1970, (b) received initial
training at their assigned Centers, and (c) did
not attend Academy basic training; this group
comprised 36 women and 65 men. Using Jan-
uary 1978 as a cutoff date, we found that 16 of
the women and 30 of the men were attritions
while 20 women and 35 men were retentions.
The 36 women represented all the females hired

during the time period under study. Each
woman was matched with a man having the
same attrition-retention status and the same fac-
tors noted above for Academy-trained personnel.
Additional male subjects (14 attritions and 15
retentions) were added to increase the overall
size of the test sample.

B. Procedure. Biographical data concerning
the subjects and their work settings were ob-
tained from several sources with overlapping
data providing reliability checks. On entry into
Academy training, each subject completed a per-
sonal background and data sheet by providing
birth date, education, previous work experience,
date of employment, type of training option, and
facility to which initially assigned. Personnel
records maintained at FAA Headquarters were
used to determine whether subjects were still in
ATC work, to verify types and facilities of as-
signment, and to obtain dates of separation of
those ATCS's no longer with the FAA.

Attritions were contacted by telephone and
given a semi-structured interview? in which they
were asked their primary and secondary (if any)
reasons for leaving ATC work, their present
marital status and number of children, if they
were currently working or in school, and if they
would consider returning to the FAA and ATC
work. They were then informed that a question-
naire (Appendix A) about some aspects of their
ATC experience would be mailed to them for
completion. Retentions were also sent a copy of
the questionnaire along with an explanatory let-
ter asking for their help and cooperation.

C. The Questionnaire.

1. Section A. Section A of the six-part Air
Traffic Control Trainee Questionnaire concerned
10 job-related factors and included from 4 to 16
agree-disagree items for a given factor; the total
number of items was 107. Seven of the factors
are aspects of the work environment (work it-
self, supervision, coworkers, pay, promotions,
management, and working conditions) that have
been reported as relating to job satisfaction and
motivation.°7® The other three are sources of
attitudinal differences that might exist in ATC
work; namely, assignments (geographical and
type of control work), facility training, and
shift work. Approximately the same numbers
of positively and negatively worded items were
devised to minimize response set tendencies.


H. Training Implications. Although some
changes may have been instituted in the ATC
training programs in the interim between our
collection of data and the writing of this report,
the findings detailed in this study provide several
types of information about En Route training.
These include feedback on the trainees’ evalua-
tions of ATC training, the morale of trainees
who are retentions, the perceptions of eliminated
trainees concerning why they are no longer in
FAA ATC work, and the comparative attitudes
of male and female trainees. In light of this
information from the trainees’ standpoint, what
can be done to improve the En Route training
situation?

1. Improve initial orientation to the ATC
career regarding the nature, demands, and re-
wards of ATC work. Particularly improve
orientation with respect to the limited possibili-
ties of transferring both within ATC options
and from ATC to other types of work. Also,
promotional opportunities should be clearly de-
fined.

2. Introduce Academy courses relatively early
in the training phase.

3. Use the Academy instructors to fullest ad-
vantage in identifying trainees who need addi-

tional help and, in at least some cases, in
recommending facility assignments (see also Of-
fice of Aviation Medicine Report No. 74-10”).

4, Emphasize training ability in the selection
of facility instructors.

5. Train instructors with regard to fair treat-
ment of all trainees, motivational techniques in
instruction, and the psychology of both the teach-
ing and the learning processes.

6. Alert supervisors to the importance of
praising the individual trainee for good work.

7. Eliminate irregularities in the pace of
training.

8. Emphasize achievement and cooperation
among trainees rather than competition.

9. Increase opportunities for transferring both
within ATC options and from ATC to other
types of work as alternatives to elimination from
ATC training.

10. Improve trainees’ understanding of man-
agement policies and practices in the facilities.

11. Increase the opportunities for contact be-
tween trainees and facility management, with
greater emphasis directed toward the understand-
ing and acknowledgment by facility management
of communications from trainees.

REFERENCES

1. Mathews, J. J., W. E. Collins, and B, B. Cobb: A
Sex Comparison of Reasons for Attrition of Non-
Journeyman FAA Air Traffic Controllers. FAA Office
of Aviation Medicine Report No. AM-74-2, 1974. .

Mathews, J. J., W. E. Collins, and B, B. Cobb. Job-

Related Attitudes of Non-Journeyman FAA Air

‘Traffic Controllers and Former Controllers: A Sex

Comparison. FAA Office of Aviation Medicine Re-

port No, AM-74-7, 1974.

. Cobb, B. B., J. J. Mathews, and P. L. Nelson: Attri-
tion-Retention Rates of Air ‘Traflic Control Trainees
Recruited During 1960-1963 and 1968-1970. FAA
Office of Aviation Medicine Report No. AM-72-33,
1972.

. Farrell, R. A.: Air Traffic Control Specialist Attri-
tion, Official FAA Memorandum from AMN-23 to
AAC-118, March 31, 1972.

. Cobb, B. B., J. J. Mathews, and C. D. Lay: A Com-

parative Study of Female and Male Air Traffic Con-

troller Trainees. FAA Office of Aviation Medicine

Report No. AM-72-22, 1972.

Hoppock, R.: Job Satisfaction.
and Brothers, 1935.

N

cy

New York, Harper

19

7. Herzberg, F.: One More Time: How Do you Motivate
Employees? HARVARD BUSINESS REVIEW,
46 :53-62, 1968.

Smith, P, C.: The Development of a Method of
Measuring Job Satisfaction: The Cornell Studies. In
E, A, Fleishman (Ed.), Studics in Personnel and
Industrial Psychology, Homewood, Illinois, Dorsey,
1969.

. Herzberg, F.: Work and the Nature of Man, New
York, World Publishing Company, 1966.

Smith, R. C, B. B. Cobb, and W. E. Collins: Atti-
tudes and Motivational Factors in Terminal Area
Air Traffic Control Work. FAA Office of Aviation
Medicine Report No. AM-71-80, 1971.

Smith, R. C.: Job Attitudes of Air Traffic Controllers :
‘A Comparison of Three Air fraffie Control Special-
ties. FAA Office of Aviation Medicine Report No.
AM-73-2, 1973.

Chiles, W. D., and G. West: Multiple Task Perform-
ance as a Predictor of the Potential of Air Traffic
Controller Trainees: A Followup Study. FAA Office
of Aviation Medicine Report No, AM-74-10, 1974.

2

10.

il.

12,



APPENDIX A

Air Traffic Control Trainee Questionnaire

Name

In terms of your job as an FAA:
or "Disagree" with each statement
appropriate column. Be sure to check eithe

response for each statement.

FACILITY MANAGEMENT
Concerned - -
Cold..sseececece
Informed...
Regimented.
Impartial....
Good planning.....-
Sufficiently capable.
Too bureaucratic..
Gave too few benefits..
Provided good training
Inflexible......-
Sympathetic .
Discriminated against me..
Tried to protect me

too MUCh....eeeeeeeoreee
Treated me as different...
Set different standards

of achievement for me...

CO-WORKERS

Discriminated against me..
Boring....ee+s+
Talk too much......-
Responsible......-
Easy to meet
Vulgar..
Pleasant....
Easy to make enemies.
Intelligent....-
No privacy.cecsereesereeee
Interests same as mine....
Too friendly.....---++++++
Tried to protect me
too much. ....seeee+
Treated me as equal......

Set different standards
of achievement for me...

Pry Pitti

PE TELE LEED TET TT dsseee

PLL TEP EET EET TET TT: bessesree

21

SUPERVISION

Helpful

Hard to please......---
Praised good work....---++

Tactful

Annoying....
Stubborn....

Intel 14

Too little supervision....

Quick t

Told me where I stood
Knew job well..

Unsympa|

Discriminated against me..

Tried t

too much..
Treated me the same as

other:

Set different standards

of ac!

Birth Date —— le

“ATC, please indicate whether you "Agree"
listed below by placing an "xy" in the
x an "Agree" or "Disagree"

SION

gent.

empered......+-+

thetic

o protect me

LLL VELET LETT TTT Taseee
PLT TEEPE EL TTT T TT Posesssee

hievement for me...

WORK ITSELF

Good job security......++
Fascinating.
Routine.....+++-
Respected

Useful.

Frustrating.
Pleasant....
Challenging....
Bad for health...
Sense of accomplishment...

Boring...

Fatiguing. ae

Harder than I expected....
Easier than I expected....

Responsibility too great..
No chance for personal
growth.....

PUTTLEETETT LETTE
LLTETT EL EEETTTTE



ATTITUDES ON EN ROUTE AIR TRAFFIC CONTROL TRAINING AND
WORK: A COMPARISON OF RECRUITS INITIALLY TRAINED
AT THE FAA ACADEMY AND RECRUITS INITIALLY
TRAINED AT ASSIGNED CENTERS

I. Introduction.

Two recent studies of trainee attrition in the
Federal Aviation Administration (FAA) air
traffic control (ATC) occupation included Flight
Service Station (FSS), En Route, and Tower
trainees and were concerned with sex differences
both in reasons for attrition’ and in attitudes
toward various aspects of the ATC job.2 The
present study focuses on attitudes toward ATC
training of the En Route subjects who partici-
pated in those studies and of another group of
subjects who entered En Route training under a
different training program.

The two attrition studies'? previously reported
drew subjects from among those trainees who
entered the FAA Academy during the period
from December 1968 through March 1970. Vir-
tually all of those trainees were sent to the Acad-
emy either immediately or within several weeks
after being hired. En Route trainees who suc-
cessfully completed the Academy’s 2-month basic
training course on air route traffic control proce-
dures were awarded training certificates and then
assigned or returned to their air route traffic
control centers for subsequent (facility) train-
ing; promotion from trainee to journeyman
status generally requires a minimum of 3 years.
In this training sequence, the Academy effec-
tively served as an early screening device (sec-
ondary to the qualifying aptitude tests) by
eliminating those who failed to satisfactorily
complete Academy training (e.g., 21.6 percent of
the 1,855 En Route trainees failed to complete
Academy training in 1969).

However, En Route trainees recruited after
March 1970 received 8 to 14 months of initial

* We gratefully acknowledge assistance in data anal-
ysis by Dr, Earl Folk, Steve Greer, Rosalie Melton,
Peter Nelson, and Barbara Rizzuti.

training at their facilities and were then sent to
a 2-month advanced course at the Academy (FSS
and Tower trainees continued to receive initial
training at the Academy throughout 1970 and
received most of their advanced training at field
facilities), FAA data indicate that only 12 per-
cent of the En Route trainees hired in 1970 were
terminated that same year (the vast majority of
these trainees did not attend the Academy in
1970).*

While differences between these two training
approaches raise interesting questions regarding
cost/benefit factors of early versus later second-
ary screening (i.e., assessing during training the
probability of a trainee’s being successful in ATC
work and eliminating those who do not meet the
training standards), the present paper was di-
rected toward. four major purposes:

1. Assessing the general attitude of En Route
hirees toward their ATC training.

2. Assessing possible differences in the atti-
tudes of trainees toward Academy and facility
training, depending on whether Academy train-
ing preceded or followed facility training.

8. Assessing possible differences in a variety
of job attitudes held by ‘trainees, depending on
whether Academy training preceded or followed
facility training.

4, Assessing possible sex differences and attri-
tion-retention differences in these attitudes.

II. Method.

A. Subjects. The data groups for this study
comprise a total of 225 men and women who
entered En Route ATC training during 1969 and
1970. Of this total, 124 trainees (62 men and
62 women) entered when initial training was
given at the Academy and 101 trainees (65 men
and 36 women) entered when initial training was
conducted at the facilities.



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s.D,

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1.15 1,07

37
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3.43

3.45 3.48
1,19 0.99

1.11

3.47
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ruits concerning aspects of FAA Academy and field facility training and instructors (in response

to Section C of the questionnaire).

S.D.

Combined

Appenpix H. Mean ratings by En Route male and female rec!


facility-trained women rated significantly higher
than did men the expectations for female trainees
by supervisors (p<0.01 and p<0.05, respec
tively) and by journeyman controllers (p<0.01
for both groups). In addition, Academy-trained
women rated the expectations of minorities by
supervisors significantly higher than did Acad-
emy-trained men (p<0.01).

Acceptance by journeyman controllers (Ap-
pendix K) showed only one sex difference; viz,
women in the Academy-trained group rated sig-
nificantly higher than did men (3.60 versus 3.18,
p<0.05) the acceptance of new trainees in gen-
eral, The treatment accorded the subgroups of
trainees yielded two sex differences, both in the
facility-trained group; women rated the treat-
ment of both females (3.65 versus 2.83, p<0.01)
and minorities (3.28 versus 2.83, p<0.05) lower
than did men.

G. Overview.

1. Positive features. The feature perceived as
best about ATC work was salary (37 percent of
the responses to Section B of the questionnaire).
Next in frequency were achievement (21 percent)
and work itself (15 percent). These best fea-
tures were classified according to Herzberg’s’
“motivator” categories, and the results were gen-
erally similar to those reported by Herzberg for
other occupational groups. The major difference
was that salary, instead of work itself or achieve-
ment, was chosen as the best feature of ATC
work by En Route trainees. However, in re-
sponse to agree-disagree items in Section A of
the questionnaire, more than 90 percent of the
subjects said ATC work was useful, challenging,
and respected. Three-quarters or more of both
the Academy-trained and facility-trained sub-
jects perceived their coworkers as responsible and
described their work as not boring and as giving
them a sense of accomplishment. Similarly, fa-
cility management was not seen as discrimina-
tory, overly protective, or setting different stand-
ards for trainees. Academy training and
Academy instructors received very high ratings
from both groups of trainees. Moreover, of the
attritions who responded to the telephone inter-
views (89 women and 60 men), 87 percent of the
women and 82 percent of the men not only stated
that they would again consider FAA employ-
ment, but a clear majority (74 percent of the
women and 65 percent of the men) indicated that

they would again consider reapplying for FAA
ATC work (although several of the attritions
specified the FSS option only). ‘Taken in a total
context, these findings support our previous re-
port? that the overall profile of work attitudes
is a positive one for attritions and retentions of
both sexes.

2, Attrition. The reason most frequently
given by En Route attritions for leaving the
ATC occupation before reaching journeyman
status directly concerned training. In 31 percent
of telephone interviews and 36 percent of mail
questionnaires, training failure or difficulty (in-
cluding inadequate training) was mentioned as
the main reason for attrition from FAA ATC
work, Those proportions may even be conserva-
tive estimates of the overall percentage of attri-
tions that resulted from training problems, since
some distortion might result from orienting self-
reported reasons toward social acceptability as
well as objectivity. In addition, women were
greatly and purposefully overrepresented in the
sample (44 percent of the sample compared to
less than 5 percent of all hirees) for comparative
purposes. Nevertheless, approximately one-third
of the women in the Academy-trained and fa-
cility-trained groups gave family-related reasons
for attrition; only 5 percent of the men gave
such reasons, but more men than women cited
another job opportunity as a cause of attrition.
These data support our previous findings regard-
ing causes of ATC trainee attrition and serve to
underline the recommendations made in that re-
gard. However, since the facility-trained sub-
jects were less liable to attrition for training
reasons than were Academy-trained subjects, the
frequency with which other reasons (unrelated
to training) were cited increased. As a result,
the third leading reason for attritions of both
men and women in the facility-trained group was
cited as job pressure.

3. Attrition-retention differences. Most differ-
ences between En Route retentions and attritions
found in the present study are similar to those
cited in a previous report that dealt with Acad-
emy-trained subjects of all ATC options com-
bined? Thus, ATC training (particularly that
received at field facilities) was generally rated
lower by attritions than by retentions (based on
replies given in Sections A, C, and D of the
questionnaire). While the majority of subjects
from all subgroups were positive towards facility

Ma