United States Department of Transportation
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Workforce Development, Recruitment and Retention, and Promotion of Women and Other Underrepresented Groups in the Intermodal Trucking Industry
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2016-10-01
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[PDF-794.50 KB]
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TRIS Online Accession Number:01627913
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Edition:Final Report
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Abstract:The present investigation extended previous research on the factors that affect the pursuit of careers in transportation, with particular attention to the recruitment of female candidates. In this work, a sample of 162 high school students and college graduates who had some work experience were gathered from a large West Coast community. A questionnaire was developed based on theories of work values, organizational commitment, social support, and vocational interests. Results from descriptive statistics, comparisons of means, and hierarchical stepwise regression analyses provided data on the relative contribution of occupational values, social support, and self-efficacy as they affect career choice for jobs in transportation. Differences in perceived social support were found for the general sample. Those who were more interested in accepting a position in transportation were also more likely to have access to “mentorship and professional networks” in transportation. In addition, those respondents indicated that they had “role models,” “family,” “friends,” or “relatives” who were positive about the industry. Lastly, they indicated that their “family was supportive” and that a “mentor contributed to my success” in transportation. Female accepters had a “friend” or “family member” who made the difference by “recommending” or suggesting transportation as a career or profession. Differences in self-efficacy measures revealed that persons who had a high degree of self-confidence that their “skills” would be of value and that they would be “successful” in the transportation industry were more likely to accept a position. In addition, a belief that the “mission and values” were worth supporting was also a differentiator among accepters. Individuals who believed that they would find “friends” and people with “similar” interests or “supportive” people were also more likely to accept. Lastly, those who also noted that they would be able to engage in the “lifestyle” and “income” they sought were also more likely to lean towards accepting. Differences in occupational values were nonsignificant in differentiating persons in the general sample. Women who were less interested in flexible “work hours,” “significant financial rewards,” or good “labor management relations” but who did prefer a “competitive salary,” were more likely to accept a position in transportation. A model emerged with six predictor variables that accounted for 66% of the variance in acceptance of transportation jobs. Practical implications of these findings revealed a profile and a set of screening items capable of differentiating persons willing to accept a position in transportation. The findings also indicate a candidate’s likely probability of acceptance by as much as 7 to 1, when answers to proposed interview questions are in the scorable direction. Similarly the probability of acceptance of position offers was nearly 2 to 1 when answers are in the scorable direction. The value of this research is that it enables transportation organizations to focus scarce and shrinking public funding for recruitment and retention on the admittedly small segment of the population that is willing to consider positions in transportation and to identify and focus on individuals more likely to pursue and accept those positions.
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