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    <title>Transport Research International Documentation (TRID)</title>
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    <copyright>Copyright © 2026. National Academy of Sciences. All rights reserved.</copyright>
    <docs>http://blogs.law.harvard.edu/tech/rss</docs>
    <managingEditor>tris-trb@nas.edu (Bill McLeod)</managingEditor>
    <webMaster>tris-trb@nas.edu (Bill McLeod)</webMaster>
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      <title>Transport Research International Documentation (TRID)</title>
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      <link>https://trid.trb.org/</link>
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    <item>
      <title>Measuring commuting satisfaction: Validation of the commuting satisfaction scale in the Australian context</title>
      <link>https://trid.trb.org/View/2744960</link>
      <description><![CDATA[Commuting satisfaction is an important sub-domain of subjective well-being, with commuting dissatisfaction linked to lower well-being and negative spillovers into other life domains. Valid and comprehensive measures of commuting satisfaction are therefore imperative. The Commuting Satisfaction Scale (CSS) is designed to assess satisfaction across seven core aspects of commuting. It is intended for use in a variety of settings, including different travel modes, distances, and urban and rural environments. However, the CSS has only been validated once, in a selective sample of commuters in large cities worldwide during the pre-pandemic period. This limits the generalizability and transferability of the findings. Using data from 2107 workers from three waves of the Melbourne Institute–Roy Morgan Taking the Pulse of the Nation (TTPN) survey in Australia, this study validates the CSS for the first time in a general population survey from the post-pandemic period. The authors employ multiple validation tests, including internal consistency testing, exploratory factor analysis, and assessments of construct and criterion-related validity. Results indicate a one-factor structure with high internal consistency across travel modes and residential contexts. Commuters are most satisfied with safety from crime and least with crowding. Commuting satisfaction is higher among physically active (i.e., walking or cycling) and rural commuters. Longer commuting times are associated with lower commuting satisfaction. Higher commuting satisfaction correlates with lower mental distress and job leaving intentions, but higher life and job satisfaction. These findings provide supportive evidence that the CSS is a reliable and valid instrument in various commuting contexts.]]></description>
      <pubDate>Fri, 21 Aug 2026 08:37:11 GMT</pubDate>
      <guid>https://trid.trb.org/View/2744960</guid>
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    <item>
      <title>Improving seafarers’ job satisfaction and retention intention: a job demands-resources perspective</title>
      <link>https://trid.trb.org/View/2726563</link>
      <description><![CDATA[Based on the job demands-resources (JD-R) model, this study employs fuzzy set qualitative comparative analysis and propensity score matching to explore the configurational effects of 658 Chinese officer-seafarers’ job demands (including social isolation and work—family conflict), onboard job resources (including the physical environment, communication facilities, entertainment facilities and social support) and onshore job resources (including reward system, shore-based support and career transformation support) on their job satisfaction and the effectiveness of configurations of the above for their retention intention. The results indicate, first, that combinations of job demands and job resources can achieve officer-seafarers’ job satisfaction. Second, shore-based support is a sufficient condition to promote officer-seafarers’ job satisfaction, while career transformation support can promote the job satisfaction of officer-seafarers who have job demands of high social isolation and high work—family conflict. Third, regardless of the job demands that officer-seafarers face, shipping companies may always find a combination of job resources that promotes their retention intention. The findings enrich the literature on officer-seafarers’ job satisfaction and retention intention, expand the application of JD-R model in the maritime field and provide a theoretical framework for shipping companies to formulate and adopt personalised management policies.]]></description>
      <pubDate>Wed, 19 Aug 2026 09:25:56 GMT</pubDate>
      <guid>https://trid.trb.org/View/2726563</guid>
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    <item>
      <title>Learning from Healthcare: A Perspective Review on Incorporating Soft Constraints into Aviation Maintenance Scheduling</title>
      <link>https://trid.trb.org/View/2724638</link>
      <description><![CDATA[A key consideration in effective aviation maintenance scheduling is the satisfaction of maintenance personnel in relation to allocating tasks and work scheduling. Research that reflects the satisfaction of aviation maintenance staff is limited. Studies focusing on soft constraints in aviation maintenance are nearly non-existent. Soft constraints encompass flexible factors such as employee preferences, workload distribution, and work environment, which significantly impact employee satisfaction and job performance. Aircraft maintenance optimisation needs to consider both hard and soft constraints. Soft constraints have been extensively studied in healthcare and, as this perspective review argues, this can provide valuable insights for aviation maintenance scheduling management. Specifically, aviation maintenance requirements, such as task-based scheduling, necessitate the development of tailored tools to efficiently accommodate the sector’s particulari-ties. This perspective review of aviation maintenance scheduling literature was focused on identifying gaps in the consideration of soft constraints. While there are some studies on incorporating soft constraints into an effective fatigue management system, there is a paucity of research in this area in aviation maintenance. Conversely, the reviewed literature reveals that hard constraints have received greater attention in modelling. This perspective review proposes the development of designated soft constraints to measure the satisfaction of aviation maintenance personnel.]]></description>
      <pubDate>Thu, 09 Jul 2026 13:32:11 GMT</pubDate>
      <guid>https://trid.trb.org/View/2724638</guid>
    </item>
    <item>
      <title>Work-life balance and occupational well-being: A validated scale for Sri Lankan bus conductors</title>
      <link>https://trid.trb.org/View/2708504</link>
      <description><![CDATA[Background Work-life balance (WLB) is crucial for occupational health, especially for bus conductors, who face high levels of stress and irregular schedules. Despite the extensive exploration of WLB across occupations globally, a pronounced research gap exists for bus conductors, notably in the Sri Lankan context. Objective The objective of this study was to develop and validate a context-specific WLB tool for Sri Lanka Transport Board (SLTB) bus conductors. Methods The tool was developed via qualitative methods (in-depth interviews, focus group discussions, and key informant interviews) and a review of existing tools, followed by pilot testing. Statistical analyses were conducted for exploratory factor analysis (EFA), whereas confirmatory factor analysis (CFA) was performed using the lavaan package in R. The sample sizes for the factor analyses adhered to the established subject-to-item ratio guidelines, ensuring the statistical robustness of the psychometric validation. Results The tool showed high reliability (Cronbach's a?=?0.784) and strong construct validity, as supported by EFA with 147 bus conductors and CFA with a separate sample of 100. It comprises 10 items with three dimensions, namely, work-family integration, institutional support and work satisfaction, and health and work interference, collectively explaining 75.7% of WLB variance. Conclusion This study provides a validated, context-specific instrument to measure the WLB of bus conductors, which can be used by relevant stakeholders to assess, compare, and improve WLB following targeted interventions, thereby enhancing the efficiency of public transportation bus services.]]></description>
      <pubDate>Tue, 30 Jun 2026 09:45:06 GMT</pubDate>
      <guid>https://trid.trb.org/View/2708504</guid>
    </item>
    <item>
      <title>Occupational low back pain and job satisfaction among taxi drivers in Cameroon</title>
      <link>https://trid.trb.org/View/2708481</link>
      <description><![CDATA[Background Low back pain (LBP) is the most prevalent musculoskeletal disorder (MSD) impacting all socioeconomic groups across the global population. There is a need to define good prevention strategies among taxi drivers in Cameroon. Objective This study aimed to assess the prevalence of LBP and its relationship with job satisfaction (JS) among taxi drivers in Bafoussam, Cameroon. Methods We conducted a cross-sectional study from April to August 2023 including 321 male drivers with a minimum of one year of experience driving a taxi aged 21 years or more based in Bafoussam. We used an exhaustive sampling method and performed bivariate analysis to determine associations in variables, the significance level was set at p?<?0.05 and the confidence interval (CI) was set at 95%. Results The past 12 months’ prevalence of LBP was 73.2% and the proportion of job dissatisfaction was 65.7%. Factors associated to the occurrence of LBP were: being unmarried (aOR:2.82; CI:1.70–4.69; P?<?0.001) and practicing another job (aOR: 2.82; CI: 1.64–4.82; P?<?0.001). Significative negative correlation has been found between the occurrence of LBP and alcohol consumption (aOR: 0.39; CI:0.22- 0.68; P?=?0.001). And there were no association between JS and LBP. Conclusions LBP was highly prevalent among taxi drivers, but no association was found between job dissatisfaction and LBP. These findings highlight the need to improve drivers’ working conditions and further investigate other factors that may contribute to LBP in this population.]]></description>
      <pubDate>Tue, 30 Jun 2026 09:45:06 GMT</pubDate>
      <guid>https://trid.trb.org/View/2708481</guid>
    </item>
    <item>
      <title>Analyzing the impact of organizational justice on seafarers’ commitment: job satisfaction as a key mediator</title>
      <link>https://trid.trb.org/View/2675169</link>
      <description><![CDATA[The shipping industry is facing a shortage of seafarers and a high turnover rate which highlights the critical importance of seafarers’ job satisfaction and commitment. This study investigates the intricate relationships among organisational justice, job satisfaction, and organisational commitment among seafarers working in international merchant vessels. This study specifically examines the impact of organisational justice, which encompasses distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ), on organisational commitment with the mediating role of job satisfaction of international seafarers. Utilising a unique dataset from 211 seafarers representing major seafaring nationalities, this study employs structural equation modelling (SEM) to analyze the relationships. The findings of this study shed light on how seafarers’ perceptions of equality and fairness in resource distribution, management policies and procedures, and the quality of interpersonal treatment affect their job satisfaction and, in turn, their commitment to their employing organisations. This study uses a unique data set collected from seafarers from the major seafaring nations that has not been done in previous studies. Moreover, this study, for the first time, includes all three dimensions of organisational justice and explores their impact on the overall justice perception of seafarers.]]></description>
      <pubDate>Wed, 24 Jun 2026 11:31:27 GMT</pubDate>
      <guid>https://trid.trb.org/View/2675169</guid>
    </item>
    <item>
      <title>The influence of initial career motivation on long-term job satisfaction among commercial airline pilots</title>
      <link>https://trid.trb.org/View/2680686</link>
      <description><![CDATA[Pilot job satisfaction is critical for retention, operational safety, and organizational performance in commercial aviation. Recent research has examined pilot satisfaction during specific periods, particularly the COVID-19 pandemic and has identified critical psychosocial risk factors. However, limited research examines how the achievement of initial career motivations, the aspirations and passions that originally drew pilots to the profession, influences sustained satisfaction across entire careers. This study addresses this gap by investigating the degree to which commercial pilots' job satisfaction can be maintained through the achievement of their initial career motivations. Drawing on Career Construction Theory, Social Cognitive Career Theory, and Conservation of Resources Theory, we explore how early career aspirations, intrinsic passion for aviation, and vocational identity shape pilots' ability to sustain satisfaction despite operational pressures. Semi-structured interviews were conducted with qualified commercial pilots, and data were analyzed using inductive thematic analysis. Four main themes emerged: initial career motivation, demanding role requirements, job satisfaction and its contributors, and the influence of initial career motivation on satisfaction. Findings reveal that pilots' career decisions are predominantly driven by early aviation exposure, emotional connections to flying, and intrinsic passion for aircraft. Despite facing fatigue from irregular schedules and extended time away from family, most pilots reported high and enduring job satisfaction rooted in gratitude, pride, and enjoyment of flying. Technical mastery and supportive team culture emerged as key satisfiers, often valued above financial reward. Critically, the achievement of initial career motivations emerged as a foundational driver of long-term satisfaction, frequently outweighing operational demands and inspiring continued career progression. These findings demonstrate that intrinsic passion and vocational identity function as protective psychological resources that sustain commitment and satisfaction throughout pilots' careers. This retrospective, motivation-centred perspective complements recent event-focused and factor-focused research, offering important implications for airline recruitment, retention strategies, and workforce wellbeing initiatives.]]></description>
      <pubDate>Thu, 18 Jun 2026 08:54:59 GMT</pubDate>
      <guid>https://trid.trb.org/View/2680686</guid>
    </item>
    <item>
      <title>Facing a wave of revenge travel: Airport employees' job burnout, work engagement and well-being in the postpandemic era</title>
      <link>https://trid.trb.org/View/2673188</link>
      <description><![CDATA[In the postpandemic era, the wave of revenge travel brought vast challenges to the airport workplace. Drawing on the job demands-resources model, this study addresses the job-related psychological state of airport employees (i.e., job burnout and engagement) and investigates the relationships between its affecting factors and consequences. Using survey data collected from 214 Taiwanese airport employees, the structural equation modelling results indicate that job demands positively and negatively affect job burnout and work engagement, respectively. Job resources positively affect work engagement. Job burnout affects all three consequences, whereas work engagement affects only job satisfaction and psychological well-being. Theoretical and practical implications are provided and discussed.]]></description>
      <pubDate>Thu, 28 May 2026 09:53:21 GMT</pubDate>
      <guid>https://trid.trb.org/View/2673188</guid>
    </item>
    <item>
      <title>Struggling in a Man’s World: Moderated and Mediation Model for Women to Stay in the Logistics Industry</title>
      <link>https://trid.trb.org/View/2698313</link>
      <description><![CDATA[Technological advancements have transformed the nature of work, attracting more women to challenging industries such as the logistics industry. Despite this technological advancement and progress in promoting gender equality, achieving gender parity in this industry remains stagnant. Using the extended self-determination theory, this study explores new mediating and moderating variables to identify factors influencing female employee retention in the logistics industry in Malaysia. Based on a quantitative approach and purposive sampling, 278 responses were collected from women in the logistics industry through online surveys. Most direct hypotheses were supported, and significant mediation and moderation effects were found. In addition to contributing to the body of knowledge on women in logistics, the findings provide insights for managers by highlighting the importance of meaningful policies to ensure female employee retention in the logistics industry and support SDG 5 to promote equal gender opportunities. © 2026, Faculty of Maritime Studies. All rights reserved.]]></description>
      <pubDate>Wed, 20 May 2026 09:10:38 GMT</pubDate>
      <guid>https://trid.trb.org/View/2698313</guid>
    </item>
    <item>
      <title>Examining couriers' job satisfaction in instant delivery services: A structural equation model with multi-group analysis based on Maslow's hierarchy of needs theory</title>
      <link>https://trid.trb.org/View/2633478</link>
      <description><![CDATA[With the rapid growth of instant delivery services in China, the number of couriers is rising due to low entry barriers such as minimal educational requirements, flexible hours, and competitive salaries. However, the industry faces challenges like excessive workloads and high accident rates, which could reduce couriers' job satisfaction. While the literature on couriers' job satisfaction is extensive, the application of holistic needs-based theories remains unexplored, particularly through advanced quantitative methods. This study operationalizes Maslow's Hierarchy of Needs Theory (MHNT) as a multi-dimensional construct and incorporates it into a Structural Equation Modeling (SEM) framework to examine its hierarchical impact on job satisfaction. Additionally, it explores the impact of physical health, occupational discrimination, and new technologies on couriers' job satisfaction. To test the framework and derive a nuanced understanding of factors influencing courier job satisfaction, data from 490 couriers in Shanghai, China, and nearby areas was collected. To account for differences in employment types, the survey data was split into full-time and part-time courier groups, with a multigroup analysis conducted using a structural equation model. The results show differing factors influencing job satisfaction. Part-time couriers are significantly affected by compensation and working environment, while full-time couriers are, besides compensation and working environment, also influenced by career development. These findings enhance the understanding of work conditions and motivators for couriers across different employment types within the instant delivery sector, offering key insights to enhance courier job satisfaction and promote sustainable development of this business.]]></description>
      <pubDate>Wed, 18 Feb 2026 08:24:33 GMT</pubDate>
      <guid>https://trid.trb.org/View/2633478</guid>
    </item>
    <item>
      <title>Predicting driver retention in ride-hailing platforms: An empirical study of socio-demographic and behavioral influences</title>
      <link>https://trid.trb.org/View/2654599</link>
      <description><![CDATA[The rapid growth of ride-hailing services has transformed urban mobility in Dhaka, offering flexible transportation alternatives while creating new employment opportunities for drivers. However, the sustainability of this employment model remains uncertain, as evidenced by the recent closures of popular ride-hailing platforms like Shohoz Ride, which struggled to maintain operations despite early success. This study aims to investigate the factors that influence drivers' decisions to remain in the ride-hailing sector in Dhaka. Using ordered logistic regression analysis, this research examines the role of socio-economic, demographic, and built environmental variables—including education level, marital status, years of experience, vehicle ownership, comfort with road conditions, the impact of traffic congestion and waiting time – on driver retention. The findings reveal that drivers with higher education, urban backgrounds, and personal vehicles are less likely to stay in the industry, as they often have access to more stable and lucrative job opportunities. In contrast, drivers with more experience and rental vehicles, as well as who are comfortable navigating Dhaka's traffic conditions, exhibit a higher likelihood of continuing in the sector. Furthermore, the study highlights the significant impact of Dhaka's severe traffic congestion, which reduces the number of trips drivers can complete and adversely affects their earnings and job satisfaction. Based on these findings, the study recommends policy interventions such as improving road infrastructure, developing waiting zones, providing incentives for experienced and rental vehicle drivers, and offering greater flexibility in ride-hailing models. By addressing these challenges, policymakers and ride-hailing companies can improve driver retention, promote industry sustainability, and contribute to the long-term growth of Dhaka's ride-hailing sector.]]></description>
      <pubDate>Fri, 06 Feb 2026 13:52:06 GMT</pubDate>
      <guid>https://trid.trb.org/View/2654599</guid>
    </item>
    <item>
      <title>From struggling to well-balanced: Understanding the spectrum of commuter satisfaction</title>
      <link>https://trid.trb.org/View/2620748</link>
      <description><![CDATA[Improvements in various life domains can increase overall life satisfaction. However, owing to resource constraints, commuters often face trade-offs among job satisfaction, community satisfaction, and commute satisfaction. Understanding how individuals navigate these trade-offs—and whether their decisions are voluntary or constrained—can offer nuanced insights for policy intervention. Drawing on survey data from 3259 commuters in Beijing, this study identifies and profiles distinct commuter groups based on their satisfaction levels across the three domains and examines the voluntariness of their trade-off decisions. The analysis reveals four groups with distinct socioeconomic characteristics: struggling commuters (low satisfaction with all domains, 21.8 %), work-oriented commuters (high satisfaction with their commute and job, 13.6 %), place-seekers (high satisfaction with their community, 19.9 %), and well-balanced commuters (high satisfaction with all domains, 44.6 %). These groups also display differing preferences, with some placing little emphasis on specific domains. Notably, struggling commuters appear to be involuntarily constrained, particularly in terms of commuting burdens, whereas the other groups demonstrate more voluntary trade-offs. These findings highlight the importance of targeted policies to support struggling commuters, who may be most in need of intervention.]]></description>
      <pubDate>Mon, 26 Jan 2026 14:44:17 GMT</pubDate>
      <guid>https://trid.trb.org/View/2620748</guid>
    </item>
    <item>
      <title>Why do we not want to work onboard? An explanation of generational changes in seafarers’ work values</title>
      <link>https://trid.trb.org/View/2613586</link>
      <description><![CDATA[The shortfall of seafarers is a constant challenge in the shipping industry. With the development of the world economy and changes in employees’ psychological indicators, seafarers’ spiritual needs play an increasingly important role in their work intentions. This study proposed that seafarers’ work values should be a useful explanation for the shortfall of seafarers. This study investigated the work values of seafarers (𝘕 = 368) and college students majoring in navigation technology and marine engineering (𝘕 = 322), as well as their relationships with participants’ work intentions. The results showed that conservation and self-transcendence had positive influences on (quasi)seafarers’ willingness to work onboard. The results also showed that participants’ conservation and self-transcendence values decreased generation by generation. Accordingly, researchers and managers should pay enough attention to seafarers’ work values. Maritime schools and shipping companies may incorporate work values into the processes of seafarers’ recruitment, training and education, and performance management.]]></description>
      <pubDate>Tue, 20 Jan 2026 10:17:49 GMT</pubDate>
      <guid>https://trid.trb.org/View/2613586</guid>
    </item>
    <item>
      <title>Compensating travel dissatisfaction in multimodal commuting: Role of community and job satisfaction</title>
      <link>https://trid.trb.org/View/2644137</link>
      <description><![CDATA[Many studies have examined how characteristics of the commute itself, such as mode, duration, and environment, influence commuting satisfaction. However, limited research has explored how satisfaction in other life domains, such as community and job, might compensate for commuting dissatisfaction, particularly among multimodal commuters. Drawing on structural equation modeling of data from 3259 white-collar commuters in Beijing, this study identifies two distinct pathways, environmental support (matching travel modes with preferences) and psychological adaptation (tolerating less satisfied commuting), through which community and job satisfaction contribute to commuting satisfaction. Further analyses for different multimodal commuting groups show that the interaction mechanisms between satisfaction and cognitive dissonance in commuting behavior are moderated by individuals' mobility and their prioritization of housing-commuting decisions. By bridging community, job, and commuting satisfaction, this study advances the understanding of behavioral logic in commute-related decisions.]]></description>
      <pubDate>Mon, 05 Jan 2026 09:53:58 GMT</pubDate>
      <guid>https://trid.trb.org/View/2644137</guid>
    </item>
    <item>
      <title>From vision to impact: Can zero-defect manufacturing balance worker well-being, environmental sustainability, and fulfillment resilience?</title>
      <link>https://trid.trb.org/View/2636864</link>
      <description><![CDATA[The manufacturing sector is grappling with significant challenges, including concerns about worker well-being, sustainability, and the resilience of production systems. These core concerns drive the shift toward advanced manufacturing paradigm, where a suite of advanced technologies has been deployed to prioritize human-centric, sustainable, and resilient production practices. This paper develops a stylized competition model to investigate whether an inferior manufacturer suffering from unstable yield will strategically adopt relevant technologies to achieve zero-defect manufacturing. While zero-defect manufacturing intuitively promises better resilience, we find that its desirability becomes conditional if all three goals are taken into account. We introduce three performance indexes: worker well-being, environmental sustainability, and fulfillment resilience. One result worth noting is that zero-defect manufacturing does not always improve workers’ well-being, as it might increase workloads without proportional wage compensation. Regarding environmental sustainability, an interesting “green dilemma” is identified when the focal manufacturer has either a low or a high qualified yield level. Nevertheless, our analysis identifies feasible conditions under which the adoption of zero-defect manufacturing enables a multi-win situation for profitability, worker well-being, environmental sustainability, and fulfillment resilience.]]></description>
      <pubDate>Tue, 30 Dec 2025 09:46:13 GMT</pubDate>
      <guid>https://trid.trb.org/View/2636864</guid>
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