| Since the reform and opening up, the Lao national economy fast rapi dly, people’s income level also increased significantly, at the same time, t he Lao aviation industry also faces a very favorable environment for deve lopment, in recent years is to achiev-e the growth spurt. In the meantime, Lao airlines to grasp the development opportunity, made a series of achi evements attract people’s attention. But at the same time, the internal Lao airlines also have some problems and shortcomings in the air crew, hum an resources management is obvious, the author visited Laos Airlines foun d, job burno-ut problem of flight attendants have a great impact on huma n resources management Lao airlines.The flight attendants as airlines window represents, not only directly influences th-e airline’s image, it is also the important influence factor of aviation safety. Affected by the characteristics of the occupation, the flight attendants are the high-risk group o-f job burnout, but the research also does not see more, the research for the relations-hip between job burnout and satisfaction of incentive for flight attendants are more sc-anty. With the consideration of these problems, on the basis of previous studies, I wr-ote this thesis research on the relationship between flight attendant job b urnout and i-ncentive satisfaction the Lao airlines.This article from the Lao Airlines flight attendant incentive satisfaction as the star-ting point, based on the comprehensive analysis of how to reduce, reduce job burnout of existing problems of insufficient incentives to improve air crew. In the research m-ethod, using the mature MBI-GS burnout inventory, questionnaire design, and using SPSS18.0software statistical analysis to the questionnaire survey situation, related incent-ive system and job burnout was analyzed by descriptive statistics, T test, single facto-r analysis and correlation analysis. Draw the following conclusion:first, the Lao fligh-t attendant job burnout is generally moderate burnout status, overall incentive satisfact-ion are basic satisfaction level; second, flight attendants in job burnout and incentive satisfaction in the demographic variables have significant difference; third, job burnout and incentive satisfaction is generally moderate negative correlation the higher satisfac-tion, motivation, job burnout is not generated; fourth, job burnout, emotional exhausti-on dimension and incentive satisfaction, salary and welfare, job satisfaction, achieveme-nt of these three dimensions is a moderate negative correlation, neglect dimensions of job burnout and incentive satisfaction promotion, job satisfaction, achievement of thes-e three dimensions it is a moderate negative correlation between job burnout, sense o-f achievement and satisfaction variables reduces the incentive pay and benefits, job sa-tisfaction, business achievement is a moderate negative correlation relationship betwee-n the two dimensions. Finally, the correlation analysis, discusses how to improve the i-ncentive system countermeasures from the perspective of job burnout reduces the air crew, to prevent and ease the flight attendant job burnout, effective incentive for fligh-t attendants to provide operational management recommendations. |
