A Study On The Problem And Countermeasures Of Queuing Dimission Of G Airlines Pilots

In the process of human resource flow,how to promote and allocate the flow of talents effectively,taking into account the development of individuals and organizations at the same time,has always been a problem in the academic and business circles in the exploration and solution.Civil aviation pilots,as a special professional group,are facing unprecedented mobility changes with neither relevant laws or regulations nor adequate mobility mechanism.The construction achievements of pilot talent teams,as the backbone of the airlines,directly affect the development and operation of the airlines.Since the establishment of the National Civil Aviation Department in 2004,the loss of pilots has become a very important and realistic problem in the civil aviation industry.The difficulties of the pilots’ resignation,the long time,the high price of the transfer fee and the tense labor relations between the pilots and the aviation departments has hurt the pilots all the time,and also hindered the sustainable development of the civil aviation industry in China.G Airlines,as the earliest group of airlines in China,has been growing and growing,also can only temporarily stop pilots from leaving their jobs by means of "procrastination" in face of the departure tide of pilots.During the period of rapid development of civil aviation industry in China,G airlines urgently need a practical solution that takes into account the rights and interests of all parties,promotes the orderly flow of pilots and protects their own interests.Based on three classic psychological process models of employee turnover and an enterprise crisis life cycle theory,this study first evaluates the psychological process before pilot loss and analyzes the characteristics of pilot loss,and then analyze the early warning countermeasures from the enterprise crisis life cycle theory and the perspective of the enterprises.The paper analyzes the problems from aspects of both individuals and organizations,provides the corresponding solution through the analysis of the reasons,and analyzes the problem of queuing dimission of G Airlines Pilots.The full text is divided into 6 chapters,in which Chapter 1 expounds the research background and significance.Chapter 2 is mainly about the related theories and concepts,defines the related definition of the pilot queue departure,and lays the two theoretical foundation of this paper from the employee turnover model and the crisis life cycle theory.Chapter 3 and Chapter 4 are the analysis of the current status and reasons of queuing dimission of G Airlines Pilots.Chapter 5 is to put forward the relevant solutions to the problems faced by G airlines.Chapter 6 is a conclusion and prospect of this paper.This subject belongs to the applied empirical research subject,during whose research,a variety of research methods,such as questionnaire survey method,individual interview method,literature reading method,small-scale discussion,statistical analysis and so on are adopted.Some beneficial innovation results have been obtained: the development situation of civil aviation industry environment has a decisive effect on pilots’ turnover behavior.In 2020,the global epidemic cut off the link between the states,and the government recommended the national population to reduce going out and gathering by preventing and controlling the epidemic,which has made the civil aviation industry worse.In this process,the private aviation departments withdrew from the industry competition one after another,which made the whole civil aviation market tend to calm down,and the pilots of queue dimission suddenly decreased during this period.The research on this subject has certain practical significance on the extension of human resource management theory in the special industry population,the healthy development of China’s civil aviation industry,the growth of large airlines with mature development in China,and the stability of the pilot group of G airlines.