What drives the drivers? Predicting turnover intentions in the Belgian bus and coach industry

Lannoo, Steven; Verhofstadt, Elsy

doi:10.1016/j.tra.2016.06.024

Cited by 15 publications

(20 citation statements)

References 24 publications

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“…What would seem to be apparent is that it cannot simply be assumed that bus driver turnover is a negative occurrence for the companies in this type of business (e.g. Lannoo & Verhofstadt, 2016). There are also apparent advantages with drivers leaving their profession.…”

Section: Discussionmentioning

confidence: 99%

Bus drivers who leave; were they more crash-involved?

Wåhlberg

Dorn

2019

Transportation Research Part F: Traffic Psychology and Behaviou

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Turnover is usually considered to be a safety problem for companies, but can also be an advantage, if those who leave are less safe than those who stay. This problem has rarely been investigated for bus drivers, where the financial and human costs of crashes are high. This study tested whether bus drivers who left their jobs had more crashes than those who remained, using company records. Several analyses were run, using crashes per number of days worked, the absolute number of crashes in a specific time period, as well as the ratio of culpable to nonculpable crashes. Drivers who left the company, except those who retired, had forty percent more crashes than those who stayed, but were also less experienced, which explained part of the difference. Results were similar regardless of analysis performed. Turnover may be a problem for bus companies due to the costs of recruitment and training, but this study suggests that there are benefits for turnover too. Fleet-based companies would probably gain more by improving driver selection methods than trying to retain drivers with a high crash rate, as a natural selection process seems to lead to the safest drivers staying with the company.

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Section: Discussionmentioning

confidence: 99%

Bus drivers who leave; were they more crash-involved?

Wåhlberg

Dorn

2019

Transportation Research Part F: Traffic Psychology and Behaviou

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“…Thus, in [3], authors considered articles related to risks in the field of personnel management. The studies focus on a review of more than 150 publications, since 2000 and up to now, which considered human resource problems through the prism of risks for a company.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

“…The studies focus on a review of more than 150 publications, since 2000 and up to now, which considered human resource problems through the prism of risks for a company. In [3], the need for more comprehensive and large-scale research into personnel resources was substantiated.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

“…Given above studies [1][2][3][4][5][6][7][8][9][10][11][12][13], and taking into account a variety of indicators that affect staff turnover, the use of full automation for building a predictor will lead to the loss of information. For the purpose of objective risk assessment, it is necessary to engage specialists from a human resource department at different stages of prediction.…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

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Influence of demographic factors and factors of job satisfaction in the processes of personnel management: prediction of staff turnover based on logistic regression

Manakova

Tsyhanenko

Bielcheva³

et al. 2017

EEJET

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“…Shielding one"s desired behaviors and the outcome studied on turnover strongly suggested that intentions are strong predictors of an action such as turnover and the intentions were "to leave" (Lee & Liu, 2007;Li, Kim, & Zhao, 2017;Lannoo & Verhofstadt, 2016). In addition, various studies have been conducted related to intention such as supervisor relationship and work engagement towards intent to quit by Rodwell.…”

Section: Introductionmentioning

confidence: 99%

Mediating Effect of Idealized Influence Between Relationship Emotional Intelligence and Intention to Perform: Conceptual Study

Raman¹,

Peng²,

Chen³

2020

ASS

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Academics have an enormous endeavor to advance in higher education institutions, and responsiveness regarding to their performance, leaders’ emotional intelligence and leaders’ idealized influence are fundamental. Research on emotional intelligence and job performance is expanding at considerable pace, but emotional intelligence and intention to perform has received less attention. In addition, study on transformational leadership towards intention to perform has been established but study on a single component, idealized influence has been eluded. To address this gap in the literature, this study is intended to examine the leader’s emotional intelligence abilities and idealized influence towards academic’s intention to perform. Drawing from attribution theory and transformational leadership, the study hypothesized that emotional intelligence and intention to perform will be mediated by idealized influence.

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What drives the drivers? Predicting turnover intentions in the Belgian bus and coach industry

Cited by 15 publications

References 24 publications

Bus drivers who leave; were they more crash-involved?

Bus drivers who leave; were they more crash-involved?

Influence of demographic factors and factors of job satisfaction in the processes of personnel management: prediction of staff turnover based on logistic regression

Mediating Effect of Idealized Influence Between Relationship Emotional Intelligence and Intention to Perform: Conceptual Study

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