TECHNICAL REPORT STANDARD TITLE PAGE 

1. Report No. t. Government Accession No. 3. Recipient's Catalog No. I 

FAA-AM-74- 2 

4. Title and Subtitle 5. Report Date 

A SEX COMPARISON OF REASONS FOR ATTRITION OF March 1974 

NON-JOURNEYMAN FAA AIR TRAFFIC CONTROLLERS 6. Performing Organization Code 

7. Author(s) 8. Performing Organization Re:port No. 

John J. Mathews, M.S., William E. Collins, Ph.D., 

and Bart B. Cobb, M.S. 

9. Performing Organi zotion Name and Address 10. Work Unit No. 

FAA Civil Aeromedical Institute 

P. 0. Box 25082 II. Contract or Grant No. 

Oklahoma City, Oklahoma 73125 

13. Type of Report and Period Covered 

12. Sponsoring Agency Name and Addres• 

Office of Aviation Medicine OAM Report 

Federal Aviation Administration '14. 800 Independence Avenue, s.w. Sponsoring Agency Code 

Washington D. c. 20591 

15. Supplementary Notes 

This research was conducted under Tasks AM-B-73-PSY-43 and AM-C-74-PSY-43. 

16. Abstract 

Recent ATC attrition rates showed no sex differences in the proportion of trainees 

who completed FAA Academy training; however, the percentage of females who subsequently left ATC work was over twice that of male trainees. In the present study, 

the 56 females who entered the Academy between December 1968 and November 1970, and 

who were no longer with the FAA as of June 1972, were matched on several variables 

with male attritions who had entered the Academy at the same time. Reasons for 

attrition were obtained from job-exit forms, telephone interviews, and a questionnaire. More than 80 per cent of trainee attritions could be accounted for by four 

reasons: training, family, other employment, and perceived discrimination on the 

job. Reasons for attrition given at the time of job-exit which cited another job 

or "personal" matters lacked statistical reliability during the follow-ups; reasons 

relating to family matters were comparatively stable. Reasons concerning perceived 

inadequate training and job discrimination were absent in job-exit data but were 

mentioned occasionally in the follow-ups. In telephone interviews, 18 per cent of 

the females (and no males) mentioned sex discrimination as a reason for attrition. 

However, some type of discrimination (e.g., age, race, sex, background, personality) 

was alleged by 22 per cent of females and 13.4 per cent of males; this difference 

was not statistically significant. The category which accounted for most of the 

difference in attrition rates between the sexes was family-related attrition cited 

by about one-third of the females. This finding agrees with results of other studies 

of different occupational groups. Of the attrited females and males, 88 per cent and 

92 per cent, respectively, indicated that they would again consider FAA employment. 

17. Key Words 18. Distribution Statement 

Air Traffic Control Work Availability is unlimited. Document may 

Employee Attrition be released to the National Technical 

Information Service, Springfield, Virginia Sex D:i,fferences 22151' for sale to the public. 

19. Security Classif. (of this report) 20. Security Classif. (of this page) 21. No. of Pages 22. Price 

Unclassified Unclassified 14 $3.00 

Form DOT F 1700.7 IB-s9l 
A SEX COMPARISON OF REASONS FOR ATTRITION OF 

NON-JOURNEYMAN FAA AIR TRAFFIC CONTROLLERS 

I. Introduction. 

The problem of employee turnover, particularly in the critical career position of Air Traffic 

Control Specialists (ATCSs), is an important 

concern of the Federal Aviation Administration. 

The ATC occupation comprises about 25,000 

specialists, or nearly one-half of all FAA personnel (FAA Fact Card, 1972). While the annual attrition rate of all FAA control persom!el 

has been approximately 5 per cent over the last 

five years, recent FAA Office of Manpower reports3 indicate that about 24 per cent of the 

personnel recruited for ATC training during a 

recent period were attrited within two years 

after being hired (i.e., before they could reach 

journeyman status). This "trainee" attrition 

rate of 12 per cent annually as compared to the 

overall rate of 5 per cent per year emphasizes 

that ATC losses are predominantly among those 

controllers who are still learning to do the job. 

Much of the trainee attrition noted above resulted from failure to pass two months of initial 

training courses conducted at ~he FAA Academy. 

Many of the subsequent trainee attritions (i.e., 

from among those who graduated from the 

Academy) "washed out" during additional training at the facilities to which they were assigned, 

but a substantial number of them left due to 

reasons which, although specified more exactly 

on their official resignation forms (Civil Service 

Commission Standard Form 52 or SF-52), were 

classified as "personal" on personnel records 

maintained by FAA Headquarters. Moreover, 

a recent study1 presenting ATC trainee attrition 

rates indicated that while no sex differences 

existed in the percentage of trainees completing 

Academy training during 1968-1970, the proportion of women who left ATC work before 1972, 

We gratefully acknowledge the assistance of Dorothy 

Gay, .Jean Grimm, and Barbara Rizzuti, who conducted 

telephone interviews and contributed clerical skills, and 

of Steve Greer and Peter Nelson, who helped code and 

roster the data. 

1 

less than three years after completing initial 

training, was over twice that of men ( 48 per cent 

of a sample of 66 female Academy graduates 

compared to 22 per cent of 613 male graduates). 

One basis for the higher attrition rate for 

female controllers might be the fact that air 

traffic control is a predominantly male occupation 

(97 per cent of ATCSs are men). Some other 

predominantly male occupations have experienced higher attrition rates for women. Dropout percentages twice that for males have been 

reported for female medical students5 and psychology graduate students.7 Also, resignations 

of British women police have been about double 

that of policemen.12 

However, the traditional sex role of the male 

as the main income provider and the biological 

role of the female in childbirth and care also 

influence the work tenure and work preferences 

of women. For example, if the husband of a 

working woman takes a job in another location, 

she will usually quit her job and move with him. 

These and other female role conflicts have received considerable discussion.6 13 14 Even for 

the single woman, especially if young, occupation 

is often a secondary role (see Kuhlen and Johnson8) as she may aspire to get married and quit 

work. As alluded to above,9 age can interact 

with marital status to affect turnover. Young 

married women may work primarily for economic reasons. Older women seem more likely 

to remain on the job whether single15 or married.4 

If single, older women are unlikely to marry8 

and are more career-oriented; if married, older 

women have fewer problems with children (who 

also tend to be older) and are less likely to relocate. Similarly, due to family responsibilities, 

turnover is often less for married than for single 

males. 2 15 16 

One way of attempting to reduce turnover is 

to examine reasons behind resignations for possible corrective action by management. The 

purpose of this study is to assess the impact of 
"resignations for personal reasons" on turnover 

of new ATCSs in general and, specifically, to 

compare the reasons given by males and by females for leaving ATC work. This sex comparison will provide FAA management 'vith information relevant to equal employment opportunity 

goals which in addition to remaining an administrative commitment have now become the law 

of the land with the Equal Employment Opportunity Act of 1972 (Public Law 92-261) which 

President Nixon signed on .March 2±, 1972. In 

this study, reasons for resignation stated by the 

subjects at the time of resignation on official 

Standard Forms 52 (SF-52) are compared to 

reasons given to researchers via telephone interviews and mail questionnaires. Previous research10 11 has revealed substantial differences 

between reasons stated at the time of resignation 

and those elicited from former employees several 

months later. In addition to investigating the 

reliability of such information, the data from 

these two sources are analyzed for possible sex 

differences in causes for terminating ATC work. 

II. Method. 

A. Subjects. Of the 119 females who entered 

initial ATC training at the FAA Academy from 

December 1968 to November 1970 (there were 

over 4,600 male entrants), 56 had left work by 

June 1972; all of these female attritions were 

included in the study. The subjects were classified into two groups depending on whether they 

had completed Academy training but left ATC 

work, or had failed to pass Academy training 

and consequently left the field. Each female was 

matched with an attrited male who had entered 

the FAA Academy during the same time period; 

thus, although all females for whom appropriate 

data were available were included in the study, 

only a small percentage of the much larger population of male trainees was represented. In addition, each male was chosen to match a female 

counterpart as closely as possible with respect to 

age, type of training option (En Route, Terminal, or Flight Service), size and geographical 

location of facility of assignment, possession of 

previous certified A TC expenence (usually from 

military service), date of entry into ATC Academy training, and duration of employment. The 

purpose of this matching was to eliminate differences between sex groups in those factors which 

might be related to performance and/or tenure. 

2 

Job-level and salary, which in other occupations 

often co-vary with sex and are reported to be 

related to turnover, were also controlled. Since 

all subjects were ATCSs, job-level was constant 

and, due to the matching on type of ATC work 

and date of employment, pay rates were the same. 

B. Pl'ocedure. Biographical data concerning 

the subjects and their work setting were obtained 

from several sources with overlapping data providing checks on tlie accuracy of the information. 

First, each subject completed. a "personal background and data sheet" upon entry into Academy 

training, providing information such as birthdate, education, previous ATC experience, date 

of employment, type of training option, and the 

facility for which recruited. FAA Headquarters' personnel tape records of all ATCSs were 

utilized to determine whether a subject was still 

in ATC work as of June 30, 1972, and to verify 

type and facility of assignment. Monthly personnel tapes were then used to obtain dates ~f 

separation of those ATCSs no longer with the 

FAA and the coded "official" reason for the 

personnel loss (such as resignation, "personal," 

separation for cause, or death). Data from 

SF -52's concerning reasons for and dates of 

resignation were obtained, if the forms were 

available, from personnel records at the Federal 

Civilian Records Center in St. Louis. 

Attritions were contacted by telephone and 

given a semi-structured interview (Appendix A). 

They were asked their primary and secondary 

(if any) reasons for leaving ATC work, their 

present marital status and number Qf children, 

if they were currently working or in school, and 

if they would consider returning to the FAA 

and ATC work. They were then asked if they 

might be sent a questionnaire about some aspects 

of the ATC job. The questionnaire comprised 

six sections, five of which were included for 

purposes other than those of the present study 

and will not be discussed here; those five measured a variety of attitudinal, motivational, and 

evaluative factors. The sixth section of the 

questionnaire, Section F (Appendix B), consisted 

of a list of 20 possible reasons for leaving ATC 

work with space provided beside many items for 

giving more detail or for writing in examples. 

The directions instructed each attrition to rank 

up to four reasons, in order of importants, which 

contributed toward a decision to leave FAAATC work. 
C. Oategmzation of Reasons for Leaving ATO 

Work. Reasons for leaving ATC work, as specified in each of the several sources used to obtain 

data in this study, were categorized using the 

alternatives listed in Section F of the mail questionnaire. On the basis of trends in responses, a 

few alternatives from Section F were further 

divided, several were grouped, and the few which 

elicited no responses were eliminated. For the 

telephone interviews, three raters including one 

of the authors (JJ~I) 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, that reason 

became the consensus, and in the few cases in 

which all raters disagreed, the consensus reason 

was r,hosen by one of the authors (JJl\1). Among 

the three raters, inter-rater agreement a\·eraged 

81 per cent for the male interviews and 78 per 

cent for the female interviews. The job-exit 

TABLE 1 

(SF-52) and follow-up sources of reason for 

leaving .A TC work were inspected for consistency and chi square analyses were used to detect 

any sex differences in frequencies within categones. 

D. Response Rate. Fifty of 56 female attritions and 52 of the 56 matched male attritions 

were interviewed by telephone. Three females 

and three males could not be reached by telephone and three females and one male attrition 

declined to be interviewed. Completed or partly 

completed questionnaires were returned by 40 of 

the female attritions and 52 of the male attritions. The relatively high percentage of questionnaires returned was achieved, at least partially, through use of air mail letters and 

follow-up reminders by telephone. This high 

return rate eliminates most of any possible selfselection bias in the final sample. However, 

there was a tendency for fewer Academy attriAttrition during Academy training:. Main reasons for leaving PAA•ATC work aa atated by 13 fe.ale and 15 

male trainees in 1972 telephone interviews. All entered FAA Acad~ training during 1969-1970. 

Pl!!ll!l 

I -"-

1. Training failure or difficulty 

A. Did not meet training standards or lacked aptitude for ATC·•·•••••• 4 30.8 

B. Inadequate ~raining. • • • • • • • • • .. • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • •··· 3 23.1 

c. Too old•••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 1 7.7 

D, Outside distractions (personal problems)••••••••••••••••••••••••••• 2 15.4 

E. Discrimination by instructor• due to 

1. Sex ...•••..•••.. • • • • • • • • • • • • • • • • • • • • • • • • • • · • • • • • • • • • • • • • • • • • 1 7.7 

2. Age •••••••••••••••••••••••••••• • • • • • •••••• • • • • • • • • •• • • • • • • • • 0 o.o 

3. Pilot background•••••••••••••••••••••••••••••••••••••••••••• 1 7.7 

2. General discrimination by student peers 

A. Sex•••••••••••••••••••••••••••••••••••••••••••••••••••••••• •••••••• 1 7.7 

B. Personality ••.•.••.••.••.••...•••• • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • 0 o.o 

3. Pressure, responsibility.................................................. 0 o.o 

Total. ••••• 13 

3 

Ill, •• 

I 

s 

s 

1 

0 

0 

1 

2 

0 

0 

1 

15 

...L 

33.3 

33.3 

6.7 

o.o 

o.o 

6.7 

13.3 

o.o 

o.o 

6.7 
tions to respond to the questionnaire. Three of 

the four males and eight of the 16 females from 

whom no completed attrition questionnaire was 

received had been terminated during Academy 

training. These 11 represented 29 per cerit of the 

Academy ·attritions. Still, the percentages of 

Academy attritions out of the total group of 

attritions who returned questionnaires were similar for both sexes, 27 per cent and 23 per cent 

for male and female attritions, respectively. 

Two or more years of college education were 

possessed by 46.4 per cent of the males and 41.1 

per cent of the females. Previous ATC certificates (usually from military experience) were 

helcd by 26.7 per cent of the males and 21.4 per 

cent of the females. The length of F AA-ATC 

tenure in months was also similar for the males 

(mean= 12.3, SD = 10.3) and females (mean= 

12.0, SD=9.9). 

III. Results and Discussion. 

E. Demographic Char(l(Jteristws of Samples. 

As a result of the matching technique, the sex 

groups were quite comparable in background 

characteristics. The mean ages in years and 

standard deviations ( SD) for males and females 

were 29.6 and 6.1, and 30.0 and 7.5, respectively. 

A. Job-Exit Reasons for Attrition. A completed Standard Form 52 (or SF -50 which was 

sometimes used in lieu of SF-52) was obtained 

from the Civilian Records Center for 29 female 

and 37 male former A TC trainees. Most of the 

reasons given upon leaving ATC work could be 

TABLE 2 

Attrition during facility training: Main reasons for leaving FAA-ATC work· as stated by 37 female and 37 

male trainees in 1972 telephone interviews. All entered FAA Academy training during 1969-1970. 

1. Training failure or difficulty 

A. Did not meet training standards, lacked aptitude for ATC........... 3 

B. Inadequate training•••••••••••••••••••••••••••••••••••••••••••••••• 0 C, Too old............................................................ 0 

D. Outside distractions (personal problems)••••••••••••••••••••••••••• 1 

E. Discrimination by instructors due to 

1. Sex ••••••••••••••••••••••••••••••••••••••••••••••.•••••• •... 2 

2. Age......................................................... 1 

3. Pilot background............................................ 0 

4. Race........................................................ 0 

Females Mal" 

5. Lack of ATC related experience............................... _oiL...._-,-lii-L''---'---~L 

Total 1 ••••• ~7--=:~--='---....:;..:;~ 2, General discrimination due to 

A. Sex................................................................ S 

B. Personality........................................................ _;O.,__.....,.~IU:l!!--~--..;&~ 

Total 2..... ~5--~;.;;..-......;;.,__......;;~ 

3. Family problema 

A, Had to relocate with family........................................ 8 

B, Hours of work conflicted with family affairs....................... 4 

C, Wanted to spend more tiDE at home and/pr with children •••• ,........ --5--~~-~'---~~ 

Tot a 1 3. • • • • .::.17;;__ _ _,;.~--....;..--;.;;...;;..;.. 4. Another job 

A. Better suited or more interested................................... 1 

B. Better benefits (pay, advancement) ••••••••••••• , •••••••••• , • , • • • • • • ....;0,._ _ ___,"-L>'----=-----, ....... ~ 

Total 4. • • • • --T-1--.....;r:..;,---;;-----=;;,=.;r S, Pressure, responsibility.................................................. 1 

6. Health .•.••.•.••.••• ,..................................................... 2 

7. Loc:atim • .................................................................. , • 1 

8, Hour a of work, , • , , • , , • , . . • • • • • • • • • . • • • • • . • • . • • • • • • . • . . • • • . • . • • . . • . . • • • • . . • 1 

9. Return to school.......................................................... 0 

10. Unable to transfer to desired ATC option (type of facility)............... 0 

11, Disliked particular facility (could not or would not transfer)............ 2 

12. Insecurity (personal) ......................... ~·······•••••••••••••••••••• 0 

Total ••••••• ~ 

4 
grouped into four categories. For the females, 

38 per cent gave family reasons, 17 per cent 

training, 10 per cent another job, and 14 per cent 

"personal" reasons. Of the males, 9 per cent 

gave family reasons, 30 per cent training, 30 per 

cent another job, and 9 per cent "personal" 

reasons. Many of the ATC attritions for whom 

no SF -52 was obtained were still with the FAA 

in another occupation or were working for other 

government agencies. 

B. Reasom for Attrition from Telephone Interviews. The reasons given for leaving ATC 

work in the telephone interviews are presented 

in Tables 1-3, respectively, for Academy, postAcademy, and combined attrition groups of each 

sex. For the Academy attrition groups, reasons 

given by males and females are highly correlated, 

the Spearman coefficient (r.) being .90 (p<.01); 

all but two of the reasons are directly related to 

training. The rs between sexes for the postAcademy attrition group is .69, which is also 

significant (p < .01) "J;>ut accounts for about 30 

per cent less of the common variance than the r s 

of .90 obtained for the Academy group. The 

largest differences between the female and male 

post-Academy attrition groups involve ·:family 

reasons ( 45.9 per cent-10.8 per cent), reasons 

relating to securing another job (2.7 per cent16.2 per cent), and sex discrimination (13.5 per 

cent-0.0 per cent) ; all of these differences were 

statistically significant by chi-square tests (p< 

.001, p<.05, and p<.05, respectively). 

C. Reasom for Attrition from Section F of 

the Questionnaire. The reasons for leaving ATC 

work which ranked as most important on the 

mail questionnaire are listed for each sex in 

TABLE 3 

Attrition during Academy and facility training: Main reasons for leaving FAA-ArC work as stated by 50 female 

and 52 male trainees in 1972 telephone interviews. All entered FAA Academy training during 1969-1970. 

1. Training failure or difficulty at the Acad~ or facility 

A. Did not meet training standards, lacked aptitude for ATC ••••••••••• 

B. Inadeq\l&te training ......•............ • ... • • • • • • • • • .. • • • • • • • • • • • • • • • 

c. Too old .••.•.•••••. • •.. • • • • • · • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • D, Outside distractions (personal problems) ••••••••••••••••••••••••••• 

E, Discrimination by instructors due to 

1. Sex ••••••••••••••••••••••••••••••••••••••••••••••.•••••••••• 

2. Age •••••••••••••••••••••••••••••••••••• ••• ••••.•••••••••••••• 

3. Pilot background •••••••••••••••••••••••••••••••••••••••••••• 

4. Race •••••••••••••••••••••••••••••••••••••••••••••••••••••••• 

s. Lack of ATC related experience•••••••••••••••••••••••••••••• 

Total 1 ••••• 

2, General discrimination due to 

A. Sex •••••••••••••••••••••• • • • • • •••• • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • 

B. PersonalitY•••••••••••••••••••••••••••••••••••••••••••••••••••••••• 

Total 2 ..... 

3, Family probl~s 

A. Had to relocate with familY•••••••••••••••••••••••••••••••••••••••• 

B. Hours of work conflicted with family affairs ••••••••••••••••••••••• C, Wanted to spend more time at home and/or with children ••••••••••••• 

Total 3 ..... 

4. Another job 

5. 

6. 

7. 

8. 

9. 

10. 

11, 

12. 

A. Better suited or more interested••••••••••••••••••••••••••••••••••• 

B. Better benefits (pay, advancement)••••••••••••••••••••••••••••••••• 

Total 4 ••••• 

Pressure, responsibilitY•••••••••••••••••••••••••••••••••••••••••••••••••• 

Health•••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 

Location•••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••••• 

Hours of work ••• •••••••••••••••••••••••••••••••. • •• • ••• • • • • • • • • • • • • • • • • • • • • 

Return to school ••••••••••••••••••••••••••••••••••• • • • • • • •. • • • • • • • • • • • • • • • • 

Unable to transfer to desired ATC opc1on (cype of facility),,,,,,,,,,,,,,, 

Disliked particular facility (could not or would not transfer),,, ••••••••• 

Insecurity (personal)••••••••••••••••••••••••••••••••••••••••••••••••••••• 

Pl!!!ll!i!! 

.Ji ....L 

7 14.0 

3 6.0 

1 2.0 

3 6,0 

3 6.0 

1 2.0 

1 2,0 

0 o.o 

0 0.0 

19 38.0 

6 12.0 

0 0.0 

6 12.0 

8 16,0 

4 8.0 

5 10.0 

17 34.0 

1 2,0 

0 o.o 

1 2.0 

1 2.0 

2 4.0 

1 2.0 

1 2,0 

0 o.o 

0 0.0 

2 4.0 

0 o.o 

Total ••••••• -so5 

!!II! I 

...I! ...L 

11 21.2 

8 15.4 

1 1.9 

1 1.9 

0 o.o 

2 3.8 

2 3.8 

1 1.9 

1 ,.9 

27 51.8 

0 o.o 

1 1.9 

1 1.9 

2 3.8 

1 1.9 

1 1.9 

4 7.6 

4 7.7 

2 3.8 

6 11.5 

3 5.8 

3 5.8 

2 3,8 

1 1.9 

1 1.9 

3 5.8 

0 o.o 

1 1.9 

52 
TABLE 4 

Reasons cited as moat important for leaving AlC work according to ranking 

by female and .. 1e attritions on Section F of the questionnaire. 

a. Disliked shift work ••••••••••••••••••••••• 

b. Pay inadequa~e •••••••••••••••••••.••••..•. 

c. Lacked aptitude for job ••••••••••••••••••• 

d. Poor working conditions in facility ••••••• 

e. Too much responsibility in job •••••••••••• 

f. Discriminated against by co-workers, 

supervisors, or management because of 

my aae, race, or sex •••••••••••••••••••••• 

g. Failed training •••••••••.••••••.•.•••••••• 

h. Health problema •••••••••••••••••••.••••••• 

i. Desired different geographic location ••••• 

j. Fa•ily problems ••••••••••••••••••••••••••• 

k. Lack of motivation for job •••••••••••••••• 

1. Little in common with co-workers •••••••••• 

•· Disliked treatment by co-workers •••••••••• 

n. Disliked treatment by supervisors ••••••••• 

o. Training was inadequate ••••••••••••••••••• 

p. Got a job I considered better ••••••••••••• 

q. Found I didn't like this type of work ••••• 

r. Insecurity . ..•.••...•.......•.........••.. 

2. Otller •••••••. •••.•.••••••..••.••.••.•••.•• 

Total 

Females 

.JL 

3 

1 

7.5 

2.5 

6* 15.0 

9 

2 

11 

s 

1 

2 

40 

22.5 

5.0 

27.5 

12.5 

2.5 

s.o 

Males 

...lL 

2 

2 

2 

3 

11 

3 

2 

4 

3 

10 

5 

2 

1 

2 

52 

3.8 

3.8 

3.8 

5.8 

21.2 

5.8 

3.8 

7.7 

5.8 

19.2 

9.6 

3.8 

1.9 

3.8 

*All six females cited sex discrimination; two added age ard one added 

racial diacri•ination. 

6 
Table 4. The questionnaire results are similar 

to those based on the telephone interviews (see 

Table 3). Reasons related to training are ranked 

first most often by both sexes. Family reasons 

are second in frequency for females, and reasons 

related to securing another job are second in 

frequency for males. 

D. Comparison of Reasons for Attrition from 

Job-Emit Forms and Follow-Up Telephone Interviews. While the percentage of reasons for 

attrition categorized as "family" remains virtually the same from job-exit to follow-up interviews ( 38 per cent and 34 per cent for females, 

and 6 per cent and 8 per cent for males), several 

other reasons vary in the frequency with which 

they were cited on the two occasions. Reasons 

not originally mentioned at the time of exit from 

the job were presented in the telephone interviews. These include various types of alleged 

unfair discrimination on the job (by three females and three males), including sex discrimination mentioned by two of the three females. 

In addition, the percentage of all attritions who 

stated that they left for another position decreased from 21 per cent at job-exit to 7 per cent 

during the telephone interviews. Since the number of former controllers who were interviewed 

by telephone was appreciably larger than the 

number from whom job-exit information was 

collected, a comparison is presented for only 

those 63 about whom information was available 

from both sources (Table 5). Thirty-three (or 

52 per cent) of the subjoots gave the same reason 

on both occasions. Family reasons retained 

stability (job-exit N=13, follow-up N=14, and 

11 of the same subjects rated "family" as a reason 

on both occasions). Reasons within the category 

"another job" appeared less reliable (job-exit 

N=l5, follow-up N=8, eight subjects giving the 

same reason for both sources of data). However, 

whenever "another job" was mentioned in the 

telephone interview, it had also been mentioned 

on the job-exit form. The sub-category "lacked 

aptitude for ATC, did not meet training standards" was also unstable (job-exit N = 11, followup N=9, five subjects giving the same reason on 

both occasions). 

Ca.pariaon of reaaaa.a for leavtna ATC which were elicltecl at the tiM of traloee attritioa &ad in the 1972 telephooe intenieva. 

Reaaoo Stated 

Durlna Telephone Interyin 

tralnin& ataodarda not •t 

trainina not 

adequate 

dlstracted 

frc::a tralni.a& 

bias in tralniaa 

bias at facility 

faatly probltook another 

job; school 

too 1a1eh 

pressure 

illness; 

health 

geogr•phlca1 

location 

houra of work 

denied transfer 

of ATC opt ion 

disliked 

facility 

personal 

and other 

Totals 

(SF-52) 

ltt!Sil Sttttd on S£tpdyd fop 52 (or ft-50) Whish Jlte Cseletf4 Upep .Job lalt 

dh- took too deolecl 

trainlna tralntna tracted f-ilJ another .uch ill- aeoar. hour a traa.afer 

atandarda not ade- fr• biaa in biaa at prob- job; prea- neaa; loca• of of ATC 

!!2L.!!U...- !~!!!!!.- ttal.iliK !.W!Wll. mlli.U l!!L... .!Slw!.L !!!£!._ !l!!lll!. tl2L !!W... 22U2L. 

_5_ 

_1_ 

_1_ 

_ 2_ 

_ 2_ 

_ 2_ 

.1 

11 13 15 4 

7 

dh- per- 'l'otala 

likecl •oaa1 (Phooe 

faeu- -later1U,_ i1IIII. "'-•> 

3 __..!__ 

.......L. 

_3_ 

_4_ 

......L 

...li_ 

_!_ 

_3 _ 

_4 _ 

_3 _ 

_2_ 

_1_ 

_ 1_ _3 _ 

_ 1_ _1 _ 

63 
TABU: 6 

C~rlloa of reaaoaa for leavina 4TC which were elicited at dM: tiM of trainee attrition aDd in the 1972 -11 queatlo~m&lrea. 

le!!S!!! ltl~ed on St&B!I&rd for. 52 'or SJ:-~0} !!J!icb W&! ~S!!!!Rlet!!J DROll ~ob E!lt dlo- toolt too denied dio- par· Totall 

lt.eaaoa. Stated trala.iq trala.trc ttacted faaily another -h ill- aeoar. houn tranefer lilted aonal (Que•-

on lieU ataadarda not &de- ~r,_ bi .. in biae at prob• Job; prae- neea; loca- of of ATC facU- end tlOilOueet;tPPvire II2L..aL- llii1L- 1WaiiiiL ~ wwu liiL,_ WIW... IIIU.. ll!illh ll2L !I2£L ~ .lU- ~ lllii!Il. 

tralnina etand.-

arde not -t _4_ ...lL. 

trainlna not 

adequate _1_ __L_ 

dletracted 

fro. traiaina -- _2_ 

blae ill trainlq -- _3_ 

blae at facillt')" -- .......L. 

faa11y prob1 ... ...!.!!.,_ ..!L. 

took aoother 

job; school _6_ _6_ 

too .uch 

preeeure _1_ _2_ 

illneee; 

health _1_ _3_ 

geosraphlcal 

location _1_ _.......L. 

hour e of work -- _2_ 

dented tranefer 

of ATC opt ion -- -- dlolilted 

facility _ 1_ _1 _ 

pereooal 

and other _ 1_ _3> _ 

Totab 

(SF-52) 10 12 14 S4 

TAIL& 7 

c...,.rloon of reaeone for 1eavina ATC vhich -re elicited frca trai,.. .. it> the follov-up telepb- illtenieva end •11 •ue•t1-1no. 

aea121 15Jt!t RElY T•l•Rh211 latl£!le die- took too denied die- per- Total• 

baiOil Stated tratntoa tralnlna tractecl faa11y another -h 111- ........ hour• traufer lilted oona1 (Que•-

on lieU ataadarda aot ad• ... frca biaa in biaa at prob ... Job; pr••· Dllli loc.a· of of ATC facil- end tlOD· 

91!1Ei2BD:!lrs JI2L.2!L_ !I!!JlL_ 1IAilliJa 1IA1II1I& i!£WU liiL,_ .ISI!II2.L lli£L. IIUl1l1 ll2L mi.. uWB....... .lU- 2SIIII. ll1wl 

tralntuc ataDd· 

arda not •t ...lL ...lL 

tralnt.aa not 

adequate 6 _6_ _u_ 

dhtracted 

fro. tralnina -- ~ 

biaa in tralnina _4_ .....L. 

bieo at facility _3_ ....1..... 

faa11y prob1.,.. ...lL_ ...lL 

took aaother 

job; achool _4_ ....1..... 

too .uch pc-e••ure _,_ ~ 

illneaa; 

health _ 1_ _3 _ ~ 

geographical 

location .......L. ~ 

houra of work .......L. ~ 

denied traufer -·- of ATC option _2_ -L 

4blike4 

facility ~ ~ 

peraonal 

and other ~ _3_ 

Totall 

(Interviews) 18 18 4 4 .. 8 
E. Comparison of Reasons for Attrition from 

Job-Ewit Forms and Follow-Up Questionnaires. 

Results very similar to those obtained above appear when the job-exit reasons for attrition are 

compared to those l'isted on the questionnaires 

(Table 6) 2 with 48 per cent agreement between 

these two sources. The only difference other than 

those cited iii the above paragraph involves the 

sub-group "poor or inadequate training" (jobexit N = 2, questionnaire N = 9, one subject giving 

the same reason on both occasions). 

F. Comparison of Reasons for Attrition from 

Follow-Up Interview and Questionnaires. When 

the two sources of follow-up data are compared 

(Table 7), 64 per cent of the former ATC 

trainees gave the same categorized reason for 

attrition in the telephone interviews and on the 

mail questionnaires. The largest difference again 

concerns "poor or inadequate training" ( telephone interview N=9, questionnaire N=17, six 

subjects giving the same reason on both occasions). This trend in increasing criticism of 

training from job-exit form to follow-up telephone interview to follow-up questionnaire 

parallels the decreasing degree of personal involvement in each successive response situation. 

The secondary reasons for attrition given in 

the telephone interview and on the questionnaire 

followed the same pattern as the main reasons. 

The sole departure was a tendency for both 

sources of data to provide fewer secondary reasons to be categorized as "lacked aptitude for 

ATC, did not meet training standards" (telephone interviews: primary reason 17.6 per cent, 

secondary reason 12.9 per cent; questionnaires: 

primary reason 19.6 per cent, secondary reason 

0.0 per cent). 

G. Overview of Results. Some job-~xit-form 

reasons for leaving ATC work recorded at the 

time of job termination did not remain the same 

over time. Reasons initially given for attrition 

which cited another job, and, to a lesser extent, 

"personal" reasons lacked statistical re1iability 

when followed up, while reasons relating to family matters were comparatively stable. Reasons 

concerning perceived inadequate training and job 

discrimination, which were totally absent in the 

job-exit data, were mentioned occasionally in the 

follow-up telephone interviews and on the questionnaires. 

9 

In analyzing all of the obtained data, four 

reasons appear to account for over 80 per cent of 

the ATC trainee attrition. These are reasons 

relating to training, family, other employment, 

and discrimination. Family-related attrition, 

mostly mentioned by females, appears to result 

from relocation with spouses, child care, ·and 

home responsibilities. These problems are often 

made more difficult due to the shift work present 

in air traffic control and the considerations involved in granting geographical transfers. Shift 

work creates conflicts for married controllers, 

especially with children, and affects women more 

due to their role in child care. Because of the 

variety of types and levels of ATC facilities 

(which also governs GS-levels) granting transfers for relocation would mean additional costs 

in training time to permit the transferees to 

adjust to new procedures and traffic situations. 

Some of those who leave ATC work for another job (mostly males) have qualifications 

(e.g., a college degree) which they may feel will 

be better utilized in other fields. Most college 

degrees held by trainees are in areas other than 

aviation. 

Attritions who indicated discrimination as a 

reason for leaving air traffic control work included both males and females. In the telephone 

interviews (Table 3), 13.4 per cent of the males 

and 22.0 per cent of the females alleged some 

kind of negative discriminatory treatment. This 

sex difference is not statistically significant. 

Eighteen per cent of the females and none of the 

males gave sex discrimination as a reason for 

·attrition (this difference is significant). However, five of the nine female attr~tions who cited 

sex discrimination also mentioned other forms of 

discrimination on the job as a factor contributing 

to their .leaving ATC work .. Apparently women 

who may also sense age, race, :or background 

discrimination believe sex is the attribute receiving the most prejudice. Some of the attritions 

seemed to feel they were discriminated against 

because of their age or background (e.g., pilot 

experience or college education). Thus, it is 

possible that some ·FAA personnel have a preconception of the demographic characteristics of 

the successful ATCS and may convey it without 

realizing the large variability of "group" traits. 

It is also possible that at least some trainees who 

became attritions attribute their dissatisfaction 

or difficulties with the .job to various forms of 
perceived personal bias against them by management, supervisors, or coworkers. 

H. Consistency of Present Results With Previous Research on Female Attrition. The relative importance of family reasons in attrition of 

female workers has been noted in previous studies 

of different occupational groups. One of these 

studies10 also compared job-exit reasons for attrition to those obtained in a follow-up approximately six months later. Results reported in 

that survey for female sewing machine operators, 

along with results for a followup of hospital 

nurses reported by Saleh, Lee, and Prien,t4 and 

the findings of the present study of female ATC 

trainees are summarized in Table 8. 

Regardless of the method of obtaining the data 

or of the occupational group under study, family 

reasons represent a substantial and consistent 

source of motivation for attrition o£ women. 

Family ranks first for all three groups (Table 8), 

but the reasons next in frequency differ somewhat 

for the different occupations. The only other 

reason for attrition constituting over 5 per cent 

for all groups was supervision/human relations, 

which is appreciable only in follow-up data. 

The fact that ATC is a male-dominated profession, whereas the other two occupational groups 

consist mostly of women (including female supervisors), may account for the higher proportion of reasons (22 per cent compared to 13 per 

TABLE 8 

Percentages of categorized reasons for attrition which were obtained upon job-teraination 

and/or in follow-ups for three occupational groupe of women in three separate studies. 

A'lC Trainees Sewing Machine Hospital Nurses 

Operators 

Follow-up Exit Follow-up Follow-up 

Exit Inter- Inter- Question- No Exit QuestionReason for Leaving Employment 'SJ:-:i~) view ....D!L nam l!!!ta naire 

~ ~ ~ ~ ~ ~ 

Family 37.9 34.0 36.5 38.0 34.5 

(needed at home, •rriage, 

leaving town with family) 

Another J!2!! 10.3 2.0 9.5 3.5 5.1 

~ .!!2!,!!!!! Standards 

(training or production) 

17.2 28.0 17.5 4.7 

Pressure 3.4 2.0 3.5 17.5 2.9 

(work load too much) 

Supervision~ lflatiopa 3.4 22.0 1.2 13 .o 5.5 

!l2!!I! (shift work) 3.4 2.0 5.8 

Location 3.4 2.0 4.7 5.9 9.0 

(relocation, transportation) 

Other 21.0 a.o 27.1 17.4 37.2 

Follow-up response rate 89.3~ 54.1~ 87.7~ 

Average Job tenure 

(in months) 

12.0 ·17 .a 30 

10 
cent and 5.5 per cent) relating attrition to supervision/human relations (including discrimination) for female A TC trainees. The decrease in 

reasons listed as "another job" from job-exit 

forms to follow-up interviews in this study was 

also apparent for the factory workers. 

Family reasons for attrition are not necessarily 

limited to the married. Of those leaving ATC 

work in this study, some left to be with relatives, 

a substantial number left upon being married, 

and a few who had been married left when they 

were divorced. When hired by the FAA, only 

32 per cent of the female attritipns were married; 

the pereentage of married male attritions was 

58.2. At the time of attrition, however, 58.0 per 

cent of the females were either married or engaged while the percentage of married male;; 

remained at 58.2. In all, 19 females were either 

married (N=16) or divorced (N=3) between 

the time hired and the time attrited. 

It is noteworthy that many of those females 

who reported leaving ATC work due to marriage, 

pregnancy, or to care for children, stayed out of 

the labor market either wholly or partly. Of the 

17 females giving family reasons for attrition 

when interviewed by telephone, two were employed full-time, three were employed part-time, 

two were in college part-time, and the remaining 

10 were still not employed at all. Most of these 

women plan to return to work eventually. In 

fact, during the telephone interview, 88 per cent 

of the attrited females and 92 per cent of the 

attrited males indicated that they would again 

consider employment with the FAA. Moreover, 

11 

76 per cent and 58 per cent, respectively, of the 

attrited females and males said they would consider reapplying for FA...-\ air traffic control 

work. 

I. Implications. Several studies1 57 12 have indicated that attrition rates for female employees 

are substantially higher than those for males. 

The results of the present study, and others 

which have examined different occupational 

groups,10 14 indicate that most of the difference 

in attrition rates between the sexes appears due 

to the demands of the female's role in familyrelated ar~as. Thus, under present socio-cultural 

conditions, current approaches by the FAA to 

increased hiring of females in ATC work will 

probably mean increased levels of attrition. 

Some reduction in this high rate of female attrition might result from changes in administrative 

policies regarding geographic or facility transfers and the requirement of shift work for ATC 

personnel. In addition to such changes, which 

would also apply to males, present data suggest 

that overall ATC attrition rates might be reduced without sacrificing desired performance 

standards by (a) improved orientation of prospective hirees regarding the nature, demands, 

and rewards of A TC work, (b) slowing the pace 

of training, (c) improving the qualification 

standards for selection of instructors both at the 

Academy and at facilities, and (d) training ATC 

instructors with regard to fair treatment of all 

trainees, motivational techniques in instruction, 

and the psychology of both the teaching and the 

learning process. 
REFERENCES 

1. Cobb, B. B., J. J. Mathews, and C. D. Lay: A Comparative Study of Female and Male Air Traffic 

Controller Trainees. FAA Office of Aviation Medicine Report No. Al\f-72-22, 1972. 

2. Dunnette, l\1. D., and J. Maetzold: Use of a Weighted 

Application Blank in Hiring Seasonal Employees, 

JOURNAL OF APPLIED PSYCHOLOGY, 39:308-

310, 1955. 

3. Farrell, R. A. : Air Traffic Control Specialist Attrition. Official FAA :Memorandum from Ai\IX-23 to 

AAC-118, l\larch 31, 1972. 

4. Hulin, Charles L.: Job Satisfaction and Turnover 

in a Female Clerical Population, JOURNAL OF 

APPLIED PSYCHOLOGY, 50:280-285, 1966. 

5. Johnson, D. G., and E. B. Hutchins: Doctor or 

Dropout? A Study of Medical Student Attrition, 

JOURNAL OF MEDICAL EDUCATION, Special 

Issue, 1966. 

6. Kaley, Maureen M. : Attitudes Toward the Dual 

Role of the Married Professional Woman, AMERICAN PSYCHOLOGIST, 26:301-306, 1971. 

7. Knox, Wilma J.: Obtaining a PhD in Psychology, 

AMERICAN PSYCHOLOGIST, 25 :1026-1032, 1970. 

8. Kuhlen, R. G., and G. B. Johnson: Changes in Goals 

With Adult Increasing Age, JOURNAL OF CONSULTING PSYCHOLOGY, 16:1-4, 1952. 

12 

9. Kuhlen, Raymond G.: Needs, Perceived Need Satisfaction Opportunities, and Satisfaction with Occupation, JOURNAL OF APPLIED PSYCHOLOGY, 

47 :56-64, 1963. 

10. Lefkowitz, J., and M. L. Katz: Validity of Exit 

Interviews, PERSONNEL PSYCHOLOGY, 22:445-

455, 1969. 

11. Levine, Jerry: Labor Turnover, PERSONNEL AD-

:\IIXISTRA'l'IOX, 33:32-36, 1970. 

12. Lunden, Walter A.: Men of New Scotland Yard, 

POLICE, November-December: 6-16, 1968. 

13. l\lead, Margaret: The Life Cycle and Its Variations: 

The Division of Roles, DAEDALUS, 96:871-875, 

1967. 

14. Saleh, S. E., R. J. Lee, and E. P. Prien: Why Nurses 

Leave Their Jobs: An Analysis of Female Turnover, 

PERSON~EL ADMINISTRATION, 28 :25-28, 1965. 

15. Taft, R., and A. Mullins: Who Quits, and Why, 

PERSONNEL JOURNAL, 24 :300-307, 1946. 

16. '.riffin, J., B. T. Parker, and R. W. Habersat: The 

Analysis of Personnel Data in Relation to Turnover 

on a Factory Job, JOURNAL OF APPLIED PSYCHOLOGY, 31 :615-616, 1947. 
APPENDIX A 

Telephone Interview 

Is this Mr. (or Ms.) ? My name is-----~-

and I am at the Civil Aeromedical Institute in <ltlahoma City. We have been 

conducting a study of Air Traffic Controllers at the Academy and on-the-job 

with the at. of better understanding the problems and the satisfactions of 

being an ATC specialist. We would like t ) obtain some information from you 

for research purposes. Would you mind anl fering a few questions related to 

your tenure as an Air Traffic ~ontrol Spec.l a list? All information will be 

kept confidential. 

A. ~r records indicate you are no longer working as an FAA ATC. 

What wel'e the reasons for your leaving ATC work? 

What was the main reason1 

Was this the reason that was stated on your resignation form? 

B. Are you currently working? 

(if yes) Full-time? 

How long have you been tht!re? 

Did you start work right after you resigned from the FAA? 

Tell me about your job. (Interviewer should try to elicit what 

interviewee thinks job future is; if it involves shift work; 

whether the salary is more or le.ss than it would have been as 

a journeyman ATC.) 

(If no) Are you currently in school? 

What are you studying? 

What do you hope to do when you finish~ 

c. Are you presently married? 

(If yes) For how long? 

(If no) Have you ever been married? 

(lf yes) When 1 

(If yes) Do you have any children? 

(If yes) What are their ages? 

(If young) How are they being cared for (e.g., licensed day care program, 

baby sitter, or by their mother if respondent is male or not 

working) 1 

D. Would you consider FAA ATC work again 1 

(If no) Would you consider any other FAA work? 

We would like to mail you a brief questionnaire to get an idea of how you 

viewed dlfferent aspects of the ATC job. It will take about 20 minutes to complete and your responses will be kept confidenti•l. May we send you this 

questionnaire? (Interviewer should verify address) 

13 
APPENDIX B 

Section F of Questionnaire 

F. Below is a list of possible reasons why some people leave their jobs. 

Only one reason may be bDportant or several may contribute to leaving. 

Please rank those items which were most bDportant in your leaving FAAATe 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 bDportant, put a "1" in the space provided to 

the left of the item. If two items were bDportant reasons, rank the 

moat :laportant reason "1" and the second most bDportant "2." Follow 

the same procedure if ym 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. 

a. Disliked shift work. 

b. P.ay inadequate. 

c. Lacked aptitude for job. 

d. Poor working conditions in facility. 

e. Too much responsibility in job. 

f. Discrbainated against by co-workers, supervisors, management because 

of my age, l:!S.!t• .!.!!· (Circle any appropriate underlined words.) 

____ g. Failed training because ---------------------------------------------

h. Health problems due to ---------------------

i. Desired different geographic location because --------------------------

j. F-ily problems because ---------------------

k. Lack of motivation for job because ------------------------------

1. Little in common with co-workers because --------------------------

m. Disliked treat.ent by co-workers: (example) -------------

n. Disliked treatment by supervisors: (example) ------------------------

o. Training was inadequate because ------------------------------------

_____ p. Got a job I considered better because -------------------------------

_____ q. Found I didn't like this type of work because-----------------------

r. Insecurity due to-------------------------------------------------

s. Other: (specify)-------------------------

t. Other: (specify)----------------------

14