Purpose The purpose of this paper is to produce theoretical implications by presenting a response strategy to reduce turnover intention of Air Force pilots based on preceding research.
Methods As such, a survey was conducted on Air Force pilots with at least 24 months of work experience under the Ministry of National Defense, 241 of which were targets of analysis.
Results This paper finds that reduction in role ambiguity overload, financial job reward, and role achievement culture had a significant and positive (+) effect on job satisfaction, and power-oriented culture had a significant and negative (-) effect on job satisfaction.
Conclusion Air Force pilots' working conditions were identified as a major factor of pilots' job satisfaction. This paper empirically verified operating mechanism of Air Force pilot management, and affirmed its effectiveness and validity of reward systems by verifying that job satisfaction is a partial mediator for working conditions and turnover intention.