The voluntary turnover rate among truckload carriers, at 50-100%, is excessive when compared to other industries. The turnover rate has been known to exceed 150%. It is believed that several factors are involved in this retention problem suggested by anecdotal evidence coupled with human resource management theory. One factor that contributes to such a high turnover rate is the lack of a meaningful career path for drivers. This has been identified in several studies of job satisfaction conducted at the Upper Great Plains Transportation Institute, North Dakota State University, and elsewhere. The purpose of this study was to evaluate (1) how the motivating potential for this job compares with other industries, (2) how much drivers agree with the components of the hypothetical career path, (3) how likely a career path or developmental opportunities is to improve retention/commitment, and (4) how drivers and managers differ in terms of their perceptions of realistic career paths. From this information and analysis, truckload firms can determine what drivers' career path needs are and identify potential strategies that they can implement to meet those needs. The initial part of the study identifies a hypothetical career path based on theories of industrial psychology. This is followed with an in-depth analysis of what drivers' perceptions are of a career path that would improve job satisfaction. A final component of the study will identify management's perceptions of what a career path should consist of. This information is evaluated and synthesized into this report with conclusions and recommendations.


  • English

Media Info

  • Media Type: Digital/other
  • Features: Appendices; Figures; References; Tables;
  • Pagination: 103 p.

Subject/Index Terms

Filing Info

  • Accession Number: 00792196
  • Record Type: Publication
  • Report/Paper Numbers: UGPTI Publication No. 135
  • Files: NTL, TRIS
  • Created Date: May 18 2000 12:00AM