Work Satisfaction and Its Relationship with Burnout and Its Consequences, Using a Structural Model, in Air Cabin Crew Members

Round 1

Reviewer 1 Report

Comments and Suggestions for Authors

     The research seeks to understand the relationship between job satisfaction and burnout, as well as the role of work-family conflict, family-work conflict, and guilt in mediating this relationship among air cabin crew members.

The topic is relevant, addressing burnout in a high-stress profession. However, it does not significantly advance the existing research beyond what has been explored in similar fields or populations.

The article provides a comprehensive literature review but lacks clarity in integrating the key concepts, such as the role of guilt in the burnout model. A more explicit connection between theoretical models and the empirical analysis would improve the contextualization.

The results are presented clearly, but the interpretation lacks depth. The fit indices for SEM (e.g., CFI, TLI) are reported, but the practical significance of the results and any limitations in the model are not fully addressed.

The study contributes an application of burnout models to the context of air cabin crew members, but it does not provide a novel theoretical perspective or new findings that substantially differentiate it from existing research.

The authors should consider improving the sampling technique and addressing potential non-response bias. Additionally, controlling for confounding variables such as work environment and personal resilience would strengthen the findings. Testing assumptions for SEM, like normality and multicollinearity, is also necessary.

The conclusions are generally consistent with the evidence but are not sufficiently developed. The study lacks a thorough exploration of the practical implications, and no concrete recommendations are provided. The implications for policy or interventions are vague.

Authors could include more recent studies and make sure that all key claims are backed by relevant references. Besides, it would be appropriate if more recent studies on work-family conflict and burnout could be included to strengthen the literature base.

The discussion is coherent but lacks critical analysis of the results. The practical implications of the findings are underexplored, and there is minimal engagement with broader occupational health implications.

The SEM model could be improved to better fit the data. While the model fit indices (CFI = 0.868, TLI = 0.860, RMSEA = 0.052) indicate an acceptable fit, they do not reach the ideal thresholds. This suggests that the model could be improved by refining the relationships between variables or adding/modifying paths.

The results section provides descriptive statistics and path coefficients but does not interpret these findings in sufficient detail. For instance, while burnout’s relationship with psychosomatic disorders is statistically significant, the practical implications of this finding are not thoroughly discussed.

The article compares several alternative models (without psychosomatic disorders, family-work conflict, etc.), but the rationale behind these comparisons is not well explained. A clearer explanation of why these models were selected would enhance the clarity of the results.

Similarity is almost 30% it must be reduced under 15%.

Author Response

Dear Reviewer, I hope this message finds you well. 

We are submitting the revisions for the article titled: “Work satisfaction and its relationship with burnout and its consequences, using a structural model in air cabin crew members”  

Comments 1: The topic is relevant, addressing burnout in a high-stress profession. However, it does not significantly advance the existing research beyond what has been explored in similar fields or populations. 

Comments 2:  The article provides a comprehensive literature review but lacks clarity in integrating the key concepts, such as the role of guilt in the burnout model. A more explicit connection between theoretical models and the empirical analysis would improve the contextualization. 

Response 1: In the section on the Burnout Model (lines 230 to 295), we have included four paragraphs clearly explaining the role of guilt in the burnout process, delving into the conceptual and empirical associations of guilt in relation to burnout and the variables set out in the model for cabin crew members. In these paragraphs, we have, in our opinion, incorporated the novel and innovative aspects of our propositions within the aviation field. 

Comments 3: The results are presented clearly, but the interpretation lacks depth. The fit indices for SEM (e.g., CFI, TLI) are reported, but the practical significance of the results and any limitations in the model are not fully addressed. 

Response 3: In this regard, we have added two paragraphs in a new section called Conclusion (lines 508 to 535), where the main findings of the model and its practical usefulness are presented. 

Comments 4: The study contributes an application of burnout models to the context of air cabin crew members, but it does not provide a novel theoretical perspective or new findings that substantially differentiate it from existing research. 

Responde 4: In the Burnout Model section of the article (lines 230 to 295), an important paragraph has been added, outlining the novelty and innovation of the proposed model. It is worth noting that, to date, there are no theoretical models of burnout that consider guilt as a potential variable causing harm in cabin crew members. The study presented includes structural analyses of a significant burnout model (Gil-Monte, 2011), which has strong empirical and theoretical support (www.unipsico.cl). This model has revealed new findings in understanding the phenomenon and its relationship with associated variables that are highly relevant to the aviation sector, such as job satisfaction, work-family and family-work conflicts, and psychosomatic disorders. These aspects differentiate the study from what is typically researched regarding the syndrome and its related variables. 

Comments 5: The authors should consider improving the sampling technique and addressing potential non-response bias. Additionally, controlling for confounding variables such as work environment and personal resilience would strengthen the findings. Testing assumptions for SEM, like normality and multicollinearity, is also necessary. 

Response 5: Regarding the reviewer's comments, at a methodological and empirical level, the best possible sampling design was selected for the group under investigation, controlling for biases in the workers' work environment as much as possible. It is important to note that participants completed the survey during their rest periods, which contributed to better control of the information gathered. 

Comments 6: The conclusions are generally consistent with the evidence but are not sufficiently developed. The study lacks a thorough exploration of the practical implications, and no concrete recommendations are provided. The implications for policy or interventions are vague. 

Responde 6: In this regard, we have added two paragraphs in a new section called Conclusion (lines 508 to 535), where the main findings of the model and its practical usefulness are presented. 

Comments 7: Authors could include more recent studies and make sure that all key claims are backed by relevant references. Besides, it would be appropriate if more recent studies on work-family conflict and burnout could be included to strengthen the literature base. 

Response 7: In response to the reviewer's observation, we note that we have conducted an extensive review of studies from the main international databases, selecting the most relevant research on the variables investigated in cabin crew members. In our opinion, the article provides a solid theoretical and applied justification based on the available scientific literature. científica disponible. 

Main databases reviewed: 

• Thomson Reuters Proview 

• Springer - Behavioral Science and Psychology  

• Springer - Biomedicine & Life Sciences 

• Springer - Medicine 

• EbscoHost 

• Proquest Central . 

• ScienceDirect 

• Scopus 

• Web of Science 

• APA PsycNET 

• PubMed  

• Oxford University Press 

 

Comments 8: The discussion is coherent but lacks critical analysis of the results. The practical implications of the findings are underexplored, and there is minimal engagement with broader occupational health implications. 

Response 8: In this regard, we have added two paragraphs in a new section called Conclusion (lines 508 to 535), where the main findings of the model and its practical usefulness are presented. 

Comments 9: The SEM model could be improved to better fit the data. While the model fit indices (CFI = 0.868, TLI = 0.860, RMSEA = 0.052) indicate an acceptable fit, they do not reach the ideal thresholds. This suggests that the model could be improved by refining the relationships between variables or adding/modifying paths. 

Response 9: The CFI is a fit index that compares the covariance matrix predicted by the model with the covariance matrix of the null hypothesis model. The CFI takes values ranging from 0 to 1. It can be concluded that a model with CFI and TLI values between 0.95 and 1 indicates a good fit, while a model with a CFI value between 0.90 and 0.95 indicates an acceptable fit ​[1,2]​. Some researchers have considered a value of 0.80 as a more flexible threshold ​[3]​. Although the CFI (0.87) and TLI (0.86) values calculated for the best model established in our study are below the generally accepted value, it can be argued that the model is acceptable due to its complexity ​[4]​ . It is noteworthy that the best model with the most appropriate fit for the variables was selected in this study, and improvements were made to the relationships between the variables, along with the addition and modification of paths. The resulting model has indicators similar to those published in high-impact journals (such as the one developed by Owiti & Hauw in 2023 in PLoS ONE ).​[5]​ 

On the other hand, an acceptable fit of the root mean square error of approximation (RMSEA) is determined by values ≤ .08 (90% CI ≤ .10), while a good fit is indicated by values ≤ .05 (90% CI ≤ .08), which are in line with those obtained in the study (Hu & Bentler, 1999). 

In our opinion, the above addresses the concerns raised by Reviewer 1, establishing that the proposed model has parameters that justify its presentation. 

It is also worth noting that nine additional references have been included, providing a stronger conceptual foundation for the model and its main associated variable (guilt). 

 

1. Price, D. M., & Murphy, P. A. (1984). Staff burnout in the perspective of grief theory. Death education, 8(1), 47–58. https://doi.org/10.1080/07481188408251381 

1. Burisch, M. (2006). Das Burnout-Syndrom. Theorie der inneren Erschöpfung (3. Aufl.). Berlin: Springer 

1. Maslach, C. (1982). Burnout: El costo de cuidar. Nueva York: Prentice Hall Press. 

1. Price, D. M., and Murphy, P. A. (1984). Staff burnout in the perspective of grief theory. Death Educ. 8, 47-58. doi: 10.1080/07481188408251381 

1. Cohen, T. R., Panter, A. T., and Turan, N. (2013). Predicting counterproductive work behaviour from guilt proneness. J. Bus. Ethics 114, 45–53. doi: 10.1007/s10551-012-1326-2 

1. Pineles, S. L., Street, A. E., and Koenen, K. C. (2006). The differential relationships of shame-proneness and guilt-proneness to psychological and somatization symptoms. J. Soc. Clin. Psychol. 25, 688–704. doi: 10.1521/jscp.2006.25.6.688 

1. Cândea, D.-M., and Szentagotai-Tǎta, A. (2018). Shame-proneness, guilt-proneness and anxiety symptoms: a meta-analysis. J. Anxiety Disord. 58, 78–106. doi: 10.1016/j.janxdis.2018.07.005 

1. Spillers, R. L., Wellisch, D. K., Kim, Y., Matthews, A., and Baker, F. (2008). Family caregivers and guilt in the context of cancer care. Psychosomatics 49, 511–519. doi: 10.1176/appi.psy.49.6.511 

1. Ghatavi, K., Nicolson, R., MacDonald, C., Osher, O., and Levitt, A. (2002). Defining guilt in depression: a comparison of subjects with major depression, chronic medical illness and healthy controls. J. Affect. Disord. 68, 307–315. doi: 10.1016/S0165-0327(01)00335-4 

 

Comments 10: The results section provides descriptive statistics and path coefficients but does not interpret these findings in sufficient detail. For instance, while burnout’s relationship with psychosomatic disorders is statistically significant, the practical implications of this finding are not thoroughly discussed. 

Response 10: In response to the reviewer's observation, we point out that the fundamental objective of the analyses conducted is to empirically examine the best model that establishes guilt as an important factor in the deterioration of individuals, while also identifying its associations and effects on relevant psychosocial variables that are highly significant in the aviation field. Regarding the practical implications, we have added a paragraph between lines 508 and 535. 

Comments 11: The article compares several alternative models (without psychosomatic disorders, family-work conflict, etc.), but the rationale behind these comparisons is not well explained. A clearer explanation of why these models were selected would enhance the clarity of the results.. 

Response 11: The selection of the proposed models and those tested was based on the best fit and theoretical relevance, allowing us to explore and delve into their theoretical and practical implications. 

Comments 12: Similarity is almost 30% it must be reduced under 15%. 

Response 12: Through the TURNITIN program, a similarity of less than 15% was established (excluding references, small word similarities, etc.). 

https://tarapaca.turnitin.com/home/new/sign-in  

References 

​​1. Kenneth P. Burnham; David R. Anderson Model Selection and Multimodel Inference; Burnham, K.P., Anderson, D.R., Eds.; Springer New York: New York, NY, 2004; ISBN 978-0-387-95364-9. 

​2. Hu, L.; Bentler, P.M. Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Struct Equ Modeling 1999, 6, 1–55, doi:10.1080/10705519909540118. 

​3. Büyüköztürk, Þ.; Akgün, Ö.E.; Özkahvecý, Ö.; Demýrel, F. The Validity and Reliability Study of the Turkish Version of the Motivated Strategies for Learning Questionnaire.; 2004. 

​4. Schreiber, J.B.; Nora, A.; Stage, F.K.; Barlow, E.A.; King, J. Reporting Structural Equation Modeling and Confirmatory Factor Analysis Results: A Review. J Educ Res 2006, 99, 323–338, doi:10.3200/JOER.99.6.323-338. 

​5. Owiti, S.; Hauw, D. The Initial Development and Validation of the Social Adaptability Skills Questionnaire: SASQ. PLoS One 2023, 18, e0281971, doi:10.1371/journal.pone.0281971. 

Author Response File: Author Response.docx

Reviewer 2 Report

Comments and Suggestions for Authors

The subject of the manuscript is current and important. The relationship between job satisfaction with burnout and its consequences are issues that affect public health and are currently widely discussed. The professional group that the publication concerns - air cabin crew members - is subject to additional burdens due to working conditions, which may have a significant impact on job satisfaction.

The title of the publication, its abstract and keywords correspond to the content. The division into chapters is correct, however, the "Conclusion" section is missing as a separate part of the manuscript. Elements of the conclusions are in the Discussion section, but they should be clearly formulated and presented in a separate chapter.

The research methodology was correctly chosen, and the results were correctly interpreted, and presented. The manuscript contains a detailed review of the literature, and the presentation of other researchers' studies results. Based on the analysed sources, 10 hypotheses were put forward. The research was conducted on a relatively large, diverse research group. The results of the conducted studies were statistically processed. However, the discussion of the results is not very extensive. It contains many references to the results of other researchers, the description of which could also be placed in the section on literature analysis.

 

The relationship between job satisfaction and burnout and its consequences has been proven, but the consequences have not been addressed in sufficient detail, but rather the results of other researchers have been referred to. The similarity of the obtained results and the results of other researchers has been demonstrated.

Limitations and future research have been presented.

Minor errors in text editing should be corrected in the manuscript.

Line 118: missing space "[35]in".

Line 159: repetition in the title.

Author Response

Dear Reviewer, I hope this message finds you well. 

We are submitting the revisions for the article titled: “Work satisfaction and its relationship with burnout and its consequences, using a structural model in air cabin crew members” 

Comments1: The title of the publication, its abstract and keywords correspond to the content. The division into chapters is correct, however, the "Conclusion" section is missing as a separate part of the manuscript. Elements of the conclusions are in the Discussion section, but they should be clearly formulated and presented in a separate chapter. 

Response 1: In this regard, we have added two paragraphs in a new section called Conclusion (lines 508 to 535), where the main findings of the model and its practical usefulness are presented. 

Comments 2: However, the discussion of the results is not very extensive. It contains many references to the results of other researchers, the description of which could also be placed in the section on literature analysis. 

Response 2: We have considered the second reviewer's observation and included in the conclusions section the key references that support the novel findings of the study, in order to enhance the work (lines 509 to 526). 

Comments 3: The relationship between job satisfaction and burnout and its consequences has been proven, but the consequences have not been addressed in sufficient detail, but rather the results of other researchers have been referred to. The similarity of the obtained results and the results of other researchers has been demonstrated. 

Response 3: In this regard, we have added additional conclusions in the conclusions section regarding the relationships and possible consequences of the variables included in the study (lines 509 to 526) to highlight the novel findings and contributions discovered, as well as their practical implications. 

Respecto de la observación del segundo revisor: 

Comments 4: Line 118: missing space "[35]in". 

Response 4: It has been corrected. 

Comments 5: Repetition in the title 

Response 5: It has been corrected. 

Author Response File: Author Response.docx

Round 2

Reviewer 1 Report

Comments and Suggestions for Authors

 

The following points are important improvements seen in the second version.

Clarity in Hypotheses and Theoretical Framework:- the revised version has clearer hypotheses and a more coherent presentation of the theoretical framework. This is an improvement from the earlier version, where the connections between constructs like burnout, work-family conflict, and job satisfaction were less clear.

Expansion on Burnout and Guilt:- The role of guilt as a critical component of burnout is now better explained, including its relationship with family-work conflict (FWC) and work-family conflict (WFC).

Discussion of Limitations:- the authors now acknowledge several key limitations of the study, such as the cross-sectional design, which limits the ability to infer causality

Things still need to be thoroughly addressed and increase the viability:

Sampling and Generalizability:- The study still uses a non-random sample, and the sample population is heavily skewed (72% female). While the authors mention this in the limitations section, there is no detailed discussion on how this might impact the generalizability of the findings. The sample's representativeness, especially in the context of air cabin crew members across different airlines and countries, remains a concern. This could significantly affect the external validity of the results.

Although the limitation of a cross-sectional design is acknowledged, the study could have included more robust statistical controls or proposed future longitudinal studies to validate the relationships observed. Without this, the results remain correlative, and the directionality of the relationships between burnout, job satisfaction, FWC, and WFC cannot be fully confirmed.

Some constructs, such as guilt and burnout, exhibit Cronbach’s alpha values lower than the generally accepted threshold (0.63 for burnout). This suggests issues with internal consistency, and these reliability concerns were not adequately addressed in the revision.

The model fit indices in the revised version show acceptable results (e.g., CFI = 0.868, RMSEA = 0.052 for the baseline model)​. However, these values suggest a borderline fit, particularly the CFI, which is below the preferred threshold of 0.90. This indicates that the model could benefit from further refinement to better capture the relationships among the variables. Additionally, alternative models (e.g., including interaction effects or latent variable modeling) could be explored to improve the overall fit.

Although the study provides some insights into how job satisfaction and burnout impact cabin crew members, the practical recommendations for stakeholders such as airlines, human resource managers, or policymakers are still quite limited.

The revised paper still lacks a deeper engagement with more recent literature on burnout and work-family conflict, particularly in the context of airline employees. Including more up-to-date studies from the last 2-3 years would enhance the study’s relevance and position within the existing body of research.

Insufficient Discussion of Cultural Context:- The study is conducted within a Chilean context, but there is little discussion of how cultural differences may influence the findings, especially regarding job satisfaction, burnout, and the experience of work-family conflict. Given that these factors may vary significantly across cultures, this omission limits the broader applicability of the results.

 

Author Response

Dear Reviewer, I hope this message finds you well.

We are submitting to you the corrections for the second revision of the article titled: “Work satisfaction and its relationship with burnout and its consequences, using a structural model in air cabin crew,”

Comments 1: Sampling and Generalizability:- The study still uses a non-random sample, and the sample population is heavily skewed (72% female). While the authors mention this in the limitations section, there is no detailed discussion on how this might impact the generalizability of the findings. The sample's representativeness, especially in the context of air cabin crew members across different airlines and countries, remains a concern. This could significantly affect the external validity of the results.

Comments 2: Although the limitation of a cross-sectional design is acknowledged, the study could have included more robust statistical controls or proposed future longitudinal studies to validate the relationships observed. Without this, the results remain correlative, and the directionality of the relationships between burnout, job satisfaction, FWC, and WFC cannot be fully confirmed.

Response 1-2: In this regard, we have added a new section to the discussion (lines 473 to 491), as well as the inclusion of three scientific articles.

The study's results confirm the use of bidirectional measures of the work-family interface and suggest the use of distinct measures that differentiate between WIF and FIW, as well as the positive and negative influences one factor may have on the other. The findings of this research could serve as a valuable comparative source for other studies using different samples, for instance, cabin crew from various countries and organizations, public or private, women and men, etc. In this work, the sample cannot be considered fully representative of an international situation, and consequently, our findings cannot be generalized entirely, although the majority of cabin crew worldwide are women (Seligson, 2024). The aviation industry is predominantly female-dominated, particu-larly in flight attendant roles (Baum, 2012). In this regard, it is worth noting that the sample of Chilean women used in this study falls within the international parameters of repre-sentativity and proportionality in terms of gender. For instance, approximately 77% of flight attendants in China are women (Peng et al., 2024), and 80.9% in the USA (Seligson, 2024).

It should be noted that the study presented holds significant reference value for further investigation into the phenomena addressed, as its exploratory nature paves the way in a Chilean context that is otherwise limited in these areas. In this sense, the use of a longitudinal design is recommended for similar future research, as it would allow for stronger inferences regarding causes and effects and for determining the magnitude of causal effects.

Baum, T. (2012) Working the Skies: Changing Representations of Gendered Work in the Airline Industry, 1930-2011 Tourism Management 33.5:1185-1194 DOI: 10.1016/j.tourman.2011.11.012

Seligson, David, International Labour Organization. Sectoral Policies Department., y International Labour Organization. Sectoral Policies Department. 2024. Las mujeres y la aviación : empleos de calidad, atracción y retención. 1a ed. Ginebra: OIT. doi:10.54394/KRHH1021.

Peng, F., Zeng, X., & Li, Y. (2024). Female stereotype and occupational stigma. Annals of Tourism Research, 109, 103837.

Comments 3: Some constructs, such as guilt and burnout, exhibit Cronbach’s alpha values lower than the generally accepted threshold (0.63 for burnout). This suggests issues with internal consistency, and these reliability concerns were not adequately addressed in the revision.

Response 3: In this regard, we, the authors, believe there is some confusion regarding the Cronbach’s alpha values mentioned by the reviewers. The article in question reports a Cronbach’s alpha of 0.88 for the emotional exhaustion dimension and 0.81 for guilt. Overall, the four dimensions of the CESQT yield alpha values greater than 0.80, with the exception of the burnout dimension, which has a weighted value of 0.63. However, this dimension is not relevant to the model's structure. The authors have decided to remove this dimension, which corresponds to the average of the first 15 items of the questionnaire, as it was not included in the structural test model.

Comments 4: The model fit indices in the revised version show acceptable results (e.g., CFI = 0.868, RMSEA = 0.052 for the baseline model)​. However, these values suggest a borderline fit, particularly the CFI, which is below the preferred threshold of 0.90. This indicates that the model could benefit from further refinement to better capture the relationships among the variables. Additionally, alternative models (e.g., including interaction effects or latent variable modeling) could be explored to improve the overall fit.

Response 4: In this regard, we have added a new section to the discussion (lines 433 to 441).

Although the CFI (0.87) and TLI (0.86) values calculated for the best model we could establish are below the generally accepted threshold, it can be asserted that the model is acceptable due to its complexity . It is important to note that in the study conducted, the best model was selected based on the most appropriate fit of the variables, upon which improvements were made to the relationships between variables, and paths were added and modified. However, future research is recommended to explore alternative models (e.g., including interaction effects or latent variable models) to assess potential improvements in global fit.

Schreiber, JB, Nora, A., Stage, FK, Barlow, EA y King, J. (2006). Informe de resultados de análisis factorial confirmatorio y modelado de ecuaciones estructurales: una revisión. The Journal of Educational Research , 99 (6), 323–338. https://doi.org/10.3200/JOER.99.6.323-338

Comments 5: Although the study provides some insights into how job satisfaction and burnout impact cabin crew members, the practical recommendations for stakeholders such as airlines, human resource managers, or policymakers are still quite limited.

Response 5: Regarding the observations mentioned, we have added a paragraph in the discussion section with supporting evidence in lines 526 to 548.

Based on the results found, it is recommended to strengthen the balance between work and private life and the personal resources of cabin crew, as these positively in-fluence job satisfaction. A positive outlook and available resources can generate greater benefits when addressing family and work conflicts. The sustained increase in the psychological capital of aviation workers may facilitate the reconciliation of their private and professional lives (Kara Arseven & Yurdakul, 2024).

Moreover, at the organizational level, it is advisable to strengthen talent selection, training, and the career development and management of cabin crew, as evidence su-ggests that these are key factors that enrich professional experience, improve personal performance, and enhance service quality (Li et al., 2024).

Li, Y., Xia, W., Delaney, J. T., & Li, C. (2024, August). Achieving Sustainable Human Resource Development: Qualitative Study on Job Burnout Among Airline Flight Attendants. In International Conference on Management Science and Engineering Management (pp. 1229-1240). Singapore: Springer Nature Singapore.

Arseven, G. K., & Yurdakul, E. (2024). Commercial airline pilots’ psychosocial risk factors: Evaluating the mechanisms influencing job satisfaction. Human Factors in Aviation and Aerospace, 1(1), 1-19. https://doi.org/10.26650/hfaa.1471279.

Comments 6: The revised paper still lacks a deeper engagement with more recent literature on burnout and work-family conflict, particularly in the context of airline employees. Including more up-to-date studies from the last 2-3 years would enhance the study’s relevance and position within the existing body of research.

Response 6: We have incorporated new and updated scientific articles into our manuscript.

Li, Y., Xia, W., Delaney, J. T., & Li, C. (2024, August). Achieving Sustainable Human Resource Development: Qualitative Study on Job Burnout Among Airline Flight Attendants. In International Conference on Management Science and Engineering Management (pp. 1229-1240). Singapore: Springer Nature Singapore.

Arseven, G. K., & Yurdakul, E. (2024). Commercial airline pilots’ psychosocial risk factors: Evaluating the mechanisms influencing job satisfaction. Human Factors in Aviation and Aerospace, 1(1), 1-19. https://doi.org/10.26650/hfaa.1471279

Lee, K., Choi, J. O., & Hyun, S. S. (2022). A study on job stress factors caused by gender ratio imbalance in a female-dominated workplace: Focusing on male airline flight attendants. International Journal of Environmental Research and Public Health, 19(15), 9418.

Seligson, David, International Labour Organization. Sectoral Policies Department., y International Labour Organization. Sectoral Policies Department. 2024. Las mujeres y la aviación : empleos de calidad, atracción y retención. 1a ed. Ginebra: OIT. doi:10.54394/KRHH1021.

Peng, F., Zeng, X., & Li, Y. (2024). Female stereotype and occupational stigma. Annals of Tourism Research, 109, 103837.

Comments 7: Insufficient Discussion of Cultural Context:- The study is conducted within a Chilean context, but there is little discussion of how cultural differences may influence the findings, especially regarding job satisfaction, burnout, and the experience of work-family conflict. Given that these factors may vary significantly across cultures, this omission limits the broader applicability of the results

Response 7: In this regard, we have added a paragraph in the discussion section on lines 538 to 548, where the cultural context recognizes new phenomena for study to propose methodological improvements for future research in aviation services.

It should be noted that the cultural context may have influenced the results, as cultural differences could have affected some of the model's relationships. This issue could potentially be addressed through the use of psychometric methods, such as mul-tigroup computational factor analysis or response models to interpret results. These methods could be highly useful in future research where cross-cultural factors are re-levant, particularly in the Chilean aviation sector, where studies like ours, which include job satisfaction, burnout, and family-work and work-family conflict, are scarce and ex-ploratory. Furthermore, the rigorous use of qualitative (mixed) methods may be valua-ble complementary tools to quantitative analyses (Lee et al., 2022).