本研究以問卷調查資料，從組織概念之觀點，探討國內航空公司不同背景機師是否在組織氣候、安全氣候與組員資源管理上存有文化差異，並由組織氣候及安全氣候尋求與組員資源管理間密切相關之因素，做為改善組員資源管理實施成效之依據。所得結論如下：1.組織氣候和安全氣候與組員資源管理問呈高度正相關；2.外籍機師較願表達本身意見及提出要求；自訓機師較軍轉機師會提出工作負荷分擔之要求；階級高、資深機師對於決策之質疑和要求分擔皆較主動；3.組織氣候愈正面如公平的升訓制度、支持回饋的態度以及開放性的內部溝通，機師組員資源管理的表現愈佳；且內部溝通愈自在，非懲罰性政策之推行也愈易；4.機師認為公司對於訓練的重視和講師教材素質方面有較佳表現，但不認為對安全給予適當的重視:資深、位高及年長之機師對非懲罰性政策認同度低。

Based on questionnaire survey data, this study took the approach of organizational conception to discuss Taiwanese pilots of different backgrounds whether they have cultural differences in the organizational climate, safety climate and Crew Resource Management or not, and to find the critical factors of organizational climate and safety climate that are highly correlated with CRM. The main findings were as follows: 1. Both organizational climate and safety climate had strong positive relationships with crew resource management; 2. Taiwanese pilots were less in expressing opinions and requests than foreign pilots. Civilian-trained pilots were more willing to request to share workloads than formerly military pilots. And, senior pilots were more active in querying requests and work assignments; 3. Under positive organizational climate (i.e., fair promotion, encourage feedback and open communication), the performance of CRM was better. Furthermore, non-punitive atmosphere would be easily created when the communication was good; 4. Pilots thought that Airlines have provided good training programs and lectures of good quality, but the airlines still need to reinforce safety. High-status and senior pilots do not value the non-punitive atmosphere.