Recruitment Of Drivers Research Articles

Effectiveness of an intervention to manage occupational stress among bus drivers of Sri Lanka Transport Board in Colombo District, Sri Lanka

Introduction: Occupational stress among bus drivers is on the rise in the world. Mental health promotion programs can be effective in managing job stress in occupational groups.Objectives: To assess the effectiveness of a multi-component intervention to manage occupational stress among bus drivers of Sri Lanka Transport Board of Colombo District.Methods: A cluster randomized control trial was performed to assess the effectiveness of the intervention. Drivers were selected by randomization from all 12 depots in Colombo District. The intervention was carried out in six depots and controlled in the other six depots. Both arms consisted of 72 drivers. The mental health promotion-stress management intervention package was delivered for six months. Outcomes were assessed based on pre- and post-test stress levels. Process indicators were also determined to assess the effectiveness of the intervention.Results: All the participants were males. Response rate in the intervention group was 97.2%. Pre-intervention prevalence of occupational stress in the intervention group was 50% (n=36) and it was 58.33% (n=42) in the control group. This difference was not statistically significant (p=0.316). The post-intervention occupational stress level in the intervention group was 40.28% (n=29) and in the control group was 56.94% (n=41). This difference was statistically significant (p=0.045). In the intervention group, twelve drivers with occupational stress shifted to normal stress levels after the intervention, while five drivers who had normal stress levels, developed occupational stress afterwards (6.94%). This difference within the intervention group was not statistically significant (OR=2.4; 95% CI: 0.845, 6.81; p=0.145). Level of satisfaction on the overall programme was stated as excellent by 86% of the drivers in the intervention group.Conclusions & Recommendations: Stress management intervention was effective in reducing occupational stress among drivers. Mental health promotion programs need to be conducted on the recruitment of bus drivers.

Log truck transportation challenges and innovative solutions: evaluating the perspectives of truck drivers, logging business owners, and foresters

ABSTRACT The wood supply chain in the United States (U.S.) is experiencing significant challenges related to truck transportation. Obstacles include truck driver recruitment and retention, increases in insurance and fuel costs, insufficient training, and truck or part shortages. This project sought to evaluate transportation inefficiencies in the Georgia, U.S. wood supply chain and to determine obstacles leading to a disconnection between logging business owners, foresters, and truck drivers. The survey targeted two populations: 1) logging business owners/foresters; and 2) log truck drivers. In addition, four case studies were conducted to evaluate innovative strategies that established businesses have enacted. Both groups indicated that a fair annual log truck driver salary should range from $60,000 to $79,000 (USD); however, owners/foresters indicated lower salaries to be more favorable (p = 0.009) and drivers indicated higher salaries to be more favorable (p = 0.029). Half of log truck drivers had been involved in timber transportation for 15 years or more, but 24% of respondents had been involved for less than 5 years, indicating that a new generation of log truck drivers are entering the workforce. Barriers to becoming a log truck driver include limited fringe benefits, lower wages relative to other trucking sectors, and lack of driver experience. Timber transportation capacity is impacted the most by insurance, driver availability, and fuel prices. This study confirmed that there are numerous obstacles facing timber transportation, but also found agreement between drivers and business owners, as well as innovative strategies that are being used throughout the region to improve efficiency.

Management of Online Transportation Services at the Gorontalo City Grab Office

The aim of this research is to find out the Management of Online Transportation Services at the Gorontalo City Grab Office. This research method is descriptive qualitative. Location: This research was conducted at the Gorontalo City Grab Office. The research results show that Management of Online Transportation Services at the Gorontalo City Grab Office. It can be seen from the results of the interview that the planning limits on the recruitment of new drivers are increasing every day to maintain a balance between drivers and customers. If drivers exceed customers, it will be increasingly difficult for drivers to get orders. It can be seen from the results of interviews that communication between drivers and customers often leads to misunderstandings, such as differences in customer pick-up or delivery locations, which leads to customers canceling orders. It can be seen from the interview results that Grab's supervision is still lacking for customers to maintain driver comfort. When there are individuals who violate the rules, especially customers who often make fictitious orders and cancel orders, this is detrimental to drivers.

Concerns, Career Decisions, and Role Changes: A Qualitative Study of Perceptions of Autonomous Vehicles in the Trucking Industry

Abstract The increasing adoption of automation will likely replace the tasks performed in many jobs, resulting in new challenges for workers. Yet, little is known regarding how workers perceive automation, including how it may influence their job attitudes and turnover intentions. Automated vehicles (AVs) are one example of new technology poised to alter the job of truck driving, which is overwhelmingly populated by older workers. In this study, we examined truck drivers’, supervisors’, and managers’ attitudes and concerns about AV adoption and its effects on driving jobs to help the transportation industry prepare for automation with minimal workforce disruption. We drew from theorizing on self-interest in economics and lifespan coping theories to contextualize workers’ reactions to automation. We conducted focus groups and interviews with truck drivers (N = 18), supervisors of drivers (N = 8), and upper-level managers of trucking companies (N = 25). Two themes emerged from the thematic analysis: the unknown, and proficiency. AVs may be viewed as threatening by drivers, causing anxiety due to widespread uncertainty and the fear of job loss and loss of control. At the same time, there will be a greater need for drivers to be adaptable for the era of AVs. AVs are also likely to result in other changes to the role of driving, which may have implications for driver recruitment and selection. We interpret our findings together with lifespan theories of control and coping and provide recommendations for organizations to effectively prepare for automation in the trucking industry.

Platform Sourcing Decisions in Ride-Hailing: Autonomous Vehicles vs. Human Drivers

We consider a ride-hailing platform with two supply sources: a fleet of autonomous vehicles (AVs) and a population of self-interested human drivers. The platform faces a tradeoff: while human drivers can have higher variable cost than AVs, they are only paid if used. Due to the interaction between wage, human driver participation level, and AV deployment quantity, the required wage is non-monotone. At first, as the human joining fraction increases, the prevailing wage decreases because the platform deploys fewer AVs, reducing competition. However, at larger human joining fractions, the wage increases and human-served rides become less profitable, so the platform increases its AV deployment quantity to compensate. The increased competition from AVs necessitates still higher wages and triggers a feedback loop or race to the top for the platform with itself, which limits human driver recruitment. Accordingly, access to a larger AV fleet can actually hurt the platform because it cannot credibly commit to a deployment quantity, and we show that the platform could indeed earn substantially more profit if it could pre-commit. Nevertheless, we prove that by appropriately adjusting the AV fleet size, the platform can achieve the same profit as with full commitment power.

Organization of the personnel motivation system at the enterprise

Within the framework of this study, the process of personnel motivation is studied on the example of LLC "Driver Recruitment Center". The study was conducted using a questionnaire to determine the sources of motivation. As a result, the preferences of the staff and individual employees regarding the format of encouraging their activities were established.

The Influencing Factors of High Driver Turnover in Johor Bahru Trucking Industry

In this modern era, truck driver turnover still remains a challenging issue in the trucking business of Malaysia for a very long time now. Not only does it result in an increase in cost and service disturbances, it also has a severe impact on the sustainability of trucking firms in the market. In an effort to control high driver turnover, trucking firms have tried to execute different driver recruitment and retention procedures that include salary increases, rewards and easy-going schedules. With reference to this challenging scenario in Malaysia, this paper seeks to investigate the influencing factors that lead to truck driver shortage in the field of haulage. Besides that, this paper investigates on the factors that can encourage truck drivers in remaining with their job. In order for the paper to reach its objectives, survey questionnaires were distributed to truck drivers throughout the district of Johor Bahru to attain relevant data. The researcher expects that there are many more reasons as to why truck drivers decide to quite their job and more effective strategies should be studied and implemented in order to retain these worthy and qualified drivers from leaving the company. Retaining qualified as well as well-disciplined truck drivers is basically the ultimate goal of all haulage firms as this would save a lot of incurred expenses especially when recruiting new drivers.

Performance of Commission Recipient: Impact of Discipline, Motivation, Training and Incentive

This study aims to determine the impact of discipline, motivation, training and incentives on the performance of commission recipient drivers. As knew that Human Resources have an important role for the sustainability of the company, including the driver as a marketing in the transportation companies. Adopted some prior research for measurement of variables and hypothesis development such as Al-Belushi and Khan (2017), Pawirosumarto et al. (2017), Nabi et al. (2017), and Khan et al. (2014), Salem and Abdien (2017), Sharma (2016), Groen et al. (2016), Kumara and Utama (2016), Hatane (2015), Falola et al. (2014), Kuzu and Ozilhan (2014), Hameed et al. (2014), Bhat (2013) e-questionnaire developed and with snowballing method collected 94 data’s from taxi driver as the respondent. The results showed that discipline and motivation have a positive impact on performance significantly but training and incentive as a company policy to tax driver are not. These result is great information for the transportation companies to be applied to the driver's recruitment and managing the policy of the driver. Keywords: Performance, Discipline, Motivation, Training, Incentive DOI : 10.7176/JRDM/52-06

Health and wellness of Canadian commercial motor vehicle drivers

PurposeThe purpose of this paper is to solicit perspectives from stakeholders concerning health, environmental and operational challenges among Commercial motor vehicle (CMV) drivers in Canada (truck and bus drivers).Design/methodology/approachTwo focus groups and one interview were conducted with key industry, government and advocacy groups representing or working with CMV drivers. Perspectives pertaining to working conditions, health issues, driver recruitment and retention, and other key issues in the CMV sector were obtained.FindingsThe findings show that undesirable working conditions are primary issues that impact recruitment and retention, as well as health and wellness (H&W), and productivity of drivers in both the truck and bus sectors. Compared to our US counterparts, finding parking areas and rest stops were seen as a major issue for Canadian truckers (particularly in the north). Unfortunately, there is limited or out-dated information on drivers and companies in Canada. Stakeholders stated the need for more information from both carriers/companies and from drivers themselves (particularly long-haul drivers).Research limitations/implicationsThis study identifies gaps and key priority research areas pertaining to the H&W of the CMV sector in Canada that require further investigation.Originality/valueCMV drivers are considered a vulnerable sector of the population. While drivers themselves have reported on undesirable work conditions leading to poor health, prior studies have not assessed the awareness or perspective of stakeholders involved in the CMV sector. This is the first study to capture stakeholder perspectives of the working conditions and health outcomes of CMV drivers.

Ontogenetic shifts in swimming capacity of echinoderm propagules: a comparison of species with planktotrophic and lecithotrophic larvae

While developmental strategies can modulate the dispersal and recruitment of marine benthic species, the significance and drivers of propagule motility throughout ontogeny remain incompletely understood. Species with lecithotrophic (non-feeding) development are rarely studied, despite their predominance in some taxa, including echinoderms. Quantification of the swimming capacity (i.e. speed and trajectory) of early life history stages and its variability with environmental factors is required to improve the ability to predict population connectivity and assess trade-offs associated with complex life histories. In general, lecithotrophic larvae of echinoderms are ascribed weak swimming abilities relative to planktotrophic larvae, although explicit measures are scarce. Here, we explored selected metrics of swimming capacity in four co-occurring species of North Atlantic echinoderms displaying different types of pelagic development: planktotrophs represented by the sea star Asterias rubens and the sea urchin Strongylocentrotus droebachiensis, and lecithotrophs represented by the sea star Crossaster papposus and the sea cucumber Cucumaria frondosa. Swimming was characterized in still water based on the horizontal speed and path straightness of early life-history stages, from late blastula (hatched embryo) to late-stage larva. We tested the hypotheses that swimming capacity of propagules increases with progression through developmental stages and with increasing seawater temperature. Swimming speed increased with ontogeny in two of the four species (A. rubens and C. papposus) and with temperature in all species, although the effects of temperature were not uniform across life stages. The fastest swimming speeds across all species and temperatures were recorded in lecithotrophic propagules (i.e. max speed 1.2 mm s− 1 in the brachiolaria of C. papposus), whereas propagules of species with planktotrophic development displayed faster relative speeds (body lengths s− 1). Relative speeds increased with temperature in all tested species except C. papposus. Swimming paths typically increased in straightness from early to later developmental stages, and also became straighter with increased temperature in most species, except in C. papposus where they became more circular and complex. In general, planktotrophic and lecithotrophic propagules had similar swimming capacities when tested at the same level of increased temperature, though several stage-specific differences were detected; propagules of species with planktotrophic development had greater relative speeds at the gastrula stage and greater path-corrected speeds at the larval stage. Swimming paths and swimming speeds were similar between propagules of species with planktotrophic development and lecithotrophic development, suggesting that phylogenetically conserved, ontogenetic patterns of swimming capacity (seen here between two sea stars) may supersede the contribution of larval nutritional mode.

Uber Pricing Strategies and Marketing Communications

By late March 2014, the ridesharing company Uber was on a roll, rapidly expanding service to untapped markets and gaining new, enthusiastic customers, as well as a few vocal and visible detractors. Uber’s innovative organization of the supply-demand matching process produced eager customers who recruited others. Buzz marketing and aggressive recruitment of drivers augmented growth.This case presents Uber as an example of a middleman adding real value for consumers and upstream suppliers (limo drivers). Unlike Tesla, which battled to sell cars directly to the public, Uber created value by adding a layer between limos and prospective riders, organizing the market for convenience and transparency for both sides. Where Uber stirred up the competitive equivalent of a hornet’s nest was with expansion from the livery car market into the taxi service market with UberX. The material allows for a lively discussion around disruptive digital technology and the firm’s business model.

Vision Zero from the Perspective of Traffic Psychology

The presented article reflects a scientific approach to the concept of a traffic system known as Vision Zero, which was postulated in 1997 by prof. Kare Rumar in Sweden. The implications of this approach are explored in terms of psychology. Other documents of the European Commission (including "Towards a European Road Safety Area: policy orientations on road safety 2011-2020") and the development of traffic safety in the Czech Republic are also discussed. The article seeks to provide information about the vision of traffic safety in European countries, which is based on the tenet that each road fatality is unnecessary - "Vision Zero". Attention is focused on the period 2012-2020, trends pursued by the European Union in this area, and the practical implications of such efforts for the Czech Republic, with a view to specific implementation measures. Drawing on their experience, the authors point out the existence of fragmentary and inconsistent approaches to the issue of road safety in the Czech Republic, specifically at the level of practical application (assessment in terms of traffic psychology, driver recruitment, prevention, training, law enforcement, rehabilitation, etc.), where organisations and/or individuals carry out measures which are not beneficial to road traffic safety, or there is no evidence of their contribution to road safety. The roles of psychology, traffic psychology, and traffic psychologists in designing the traffic system inspired by Vision Zero are underlined. The article provides a general background to the topic of traffic safety and the measures that can be adopted to improve it.

Pay as You Speed, ISA with incentives for not speeding: A case of test driver recruitment

The Intelligent Speed Adaptation (ISA) project we describe in this article is based on Pay as You Drive principles. These principles assume that the ISA equipment informs a driver of the speed limit, warns the driver when speeding and calculates penalty points. Each penalty point entails the reduction of a 30% discount on the driver's car insurance premium, which therefore produced the name, Pay as You Speed. The ISA equipment consists of a GPS-based On Board Unit with a mobile phone connection to a web server. The project was planned for a three-year test period with 300 young car drivers, but it never succeeded in recruiting that number of drivers. After several design changes, the project eventually went forward with 153 test drivers of all ages. This number represents approximately one thousandth of all car owners in the proving ground of North Jutland in Denmark. Furthermore the project was terminated before its scheduled closing date. This article describes the project with an emphasis on recruitment efforts and the project's progress. We include a discussion of possible explanations for the failure to recruit volunteers for the project and reflect upon the general barriers to using ISA with ordinary drivers.

The impact of hours-of-service regulations on transportation productivity and safety: A summary of findings from the literature

Since driver fatigue has known to be the primary cause of serious truck crashes, the Federal Motor Carrier Safety Administration (FMCSA) has attempted to implement new hours-of-service (HOS) regulations that aimed to promote safer driving environments. The new HOS regulations effective on October T‘ of2005, however, may lead to substantial cost increases for the trucking industry which will in turn hurt shippers and ultimately customers. For instance, motor carriers may need to hire additional drivers to comply with new HOS regulations requiring that drivers be placed out of service until they accumulated enough off-duty time. In particular, off-duty breaks required to refresh driving hours were increased to 10 consecutive hours from the old rule of eight cumulative hours. A chronic shortage of truck drivers coupled with new HOS regulations could further aggravate the driver recruitment and retention problems. In addition, due to potential loading/unloading delays and stiffer fines /penalties resulting from new HOS regulations, trucking productivity may decline. To help trucking firms cope with various challenges of new HOS regulations, this paper provides a systematic overview of prior literature that examines the impact of HOS on transportation productivity and safety in the U.S. It also discusses managerial implications of new HOS regulations.

Response to: Vision and drivers--a South Wales survey

In an increasingly mobile and ageing population road safety considerations are vital to reduce deaths and injuries resulting from road traffic accidents. Anuradha et al.1 have recognized the potential benefits of measuring visual acuity at the roadside as a method of assessing true levels of impaired vision in motorcar users. We acknowledge the difficulties facing a small department when undertaking such a survey and the authors recognized many of the methodological limitations caused by the setting and a cross-sectional survey. However, the randomized recruitment of drivers could have been defined more clearly. For example, the investigators may have introduced selection biases by choice of vehicle type, colour and condition. The extrapolation figures should have been quoted more cautiously because the sample had 7.5% more people aged 60 or over and 12.6% fewer people aged less than 39 years than the general licence holder population in Wales. A larger study is required to address such issues as different times of day, months of the year and driving conditions. More fundamentally, we question whether the DVLA guidelines2 should be under reconsideration to include not only visual acuity but reaction times, ability to anticipate events and other factors related to experience.

Reaching Out to Racial/Ethnic Minority Older Persons for Elderly Nutrition Programs

This paper reports findings froma study that was conducted to identify perceived barriers to racial/ethnic minority elders' participation in an elderly nutrition program (ENP) in a large metropolitan area and effective strategies for reaching out to them. The data were collected from a survey with the ENP's staff and volunteers and three focus group discussions with professionals working with minority elders and minority community leaders. The study participants identified as their perceived barriers: the lack of information or misinformation; culturally driven reluctance to ask for outside help; fear and distrust of formal systems; lack of ethnic menus in the program; discomfort due to cultural differences; and inaccessibility and inadequacy of transportation. Recom-mended outreach strategies included: involvement of family members in the information dissemination process; establishment of good working relationships with community leaders and contact with key older persons; diversification of menus and increased use of food enhancements; increase in cultural activities/programs in congregate dining centers; solicitation of input from current participants; provision of intergenerational programs; recruitment of volunteer drivers from the minority community; location of the program in ethnic enclaves or places where minority elders can easily congregate; and improvement in transportation services.

Labour scarcity and the survival of small firms: a resource‐based view of the road haulage industry

This article is concerned with the problem of labour scarcity in the road haulage industry and how it affects small firms. The recruitment and retention of lorry drivers is critically important for the industry because driving is no longer seen as an attractive occupation, and there are worries that there is an insufficient supply of new recruits to replace the experienced drivers who are leaving the industry. In order to investigate this issue, we make use of a modified version of the resource‐based view (RBV) of the firm, focusing on the notion that a minimum set of ‘table stakes’(HR practices) is necessary for the continued survival of small firms. Drawing on longitudinal data from seven small road haulage companies, we argue that owner‐managers have developed an astute combination of path‐dependent and socially complex networking abilities, embedded within an extensive understanding of both product and local labour markets. We conclude that the RBV needs extending to make greater allowance for different ownership goals and diversity in markets, and to consider the forces that promote similarity rather than difference among firms within an industry.

Developing the profiles of truck drivers for their successful recruitment and retention

Chronic driver turnover can adversely influence a trucking firm's competitiveness through disrupted delivery services, equipment down time and excessive recruiting expenses. Thus, a key to the survival of the trucking firm rests with its ability to recruit and retain qualified drivers who are less likely to cause turnover. In an effort to develop the ways to recruit and retain those drivers, we propose data mining techniques. Based on an empirical study of trucking firms in the USA, this paper not only develops a viable driver recruitment and retention strategy, but it also demonstrates the usefulness of the proposed data mining techniques.

Examining sources of driver turnover from a managerial perspective

There is growing concern about the declining profitability of the U. S. trucking industry. Such concerns often stem from the increased difficulty of recruiting and retaining qualified drivers. In fact, the trucking industry has been hit hard by shortages of qualified truck drivers over the last two decades. To cope with this chronic problem, trucking firms have attempted to formulate various driver recruitment and retention strategies that include pay raises, bonuses, equipment improvement, and adjustments in working hours. This article provides trucking firms with the means to implement a more effective driver recruitment and retention strategy by examining sources of the driver shortage problem.

Sleep disorders: a potential role in New Zealand motor vehicle accidents.

The potential role of sleep disorders in New Zealand motor vehicle accidents (MVA) has not been systematically studied. To trial a recruitment method and document the frequency of sleep disorders in drivers attending an emergency department with injury following MVA. Injured drivers admitted to Wellington Hospital Emergency Department were prospectively recruited by letter and follow-up telephone call. Data from a traffic accident, health and sleep questionnaire and polysomnography were collected and analysed using the SPSS statistical package. Of 120 eligible drivers, 40 (33%) completed the study protocol. The mean age of participants was 44 +/- 17 years. Non-participants were younger (mean age 33 +/- 14 years, P < 0.01) and more often of Asian or Pacific Island ethnicity (P < 0.01). Twenty-seven (67%) felt unrefreshed on waking and 10 (25%) had an elevated Epworth Sleepiness Score (> 10/24). Six (15%) felt drowsy or fell asleep prior to the accident. Sleep disorders were common (40%): obstructive sleep apnoea 14 (35.9%), periodic limb movements of sleep three (7.7%), sleep restriction (< 6 h sleep on a regular basis) five (12.5%), and insomnia one (2.5%). Daytime somnolence and sleep disorders were commonly found in drivers attending the Emergency Department after accidents resulting in injury. Driver fatigue and sleep disorders should be considered as a potential contributing factor in New Zealand MVAs. Recruitment of drivers following a MVA via the Emergency Department is challenging. Strategies to improve recruitment are discussed.