The Study Of The Turnover Motivation On Drivers In Public Transport Enterprises

Bus transportation is one of the most common and most important for the city residentstravel, and an important part of the public service system in modern society, efficientoperations and economic and social stable development for cities is inseparable from theefficiency of bus operation. The bus driver is fundamental guarantee for normal busoperations and improvement of service quality. Most bus companies faced with driver’s highturnover rate and strong turnover intention, which not only increased the bus company’shuman costs, but also had a serious impact on normal travel of the residents. However, thereare few empirical studies of bus driver’s turnover intention of influencing factors, the aim ofthis study is to provide a quantitative basis for the bus companies to develop human resourcemanagement policies.The study selected13variables as factors of turnover intention, such as job satisfaction,organizational commitment, salary and welfare and so on and a questionnaire survey wascarried out for the bus drivers in Guangzhou,633valid samples are obtained. Thecontingency analysis, variance analysis, correlation analysis and grouping multiple stepwiseregression are used to establish the causes model of employee turnover in urban publictransport drivers. Conclusions are as follows: First, variance analysis showed that there wereno significant differences about average turnover intention of the bus drivers in6demographic variables such as gender, age, but significant differences on the number of thetransformation work. Second, correlation analysis showed that turnover intention and jobsatisfaction, organizational commitment have a negative correlation; Job satisfaction andsalary, benefits, working conditions, the relationship between the colleague, distributivejustice and procedural justice, organizational support and expectations compatibility werepositively correlated, and negatively correlated with work stress, institutional constraints;Organizational commitment and distribution fairness and work procedures, organizationalsupport, expectation and compatibility constraints, family good personal factors werepositively correlated, and negatively correlated with job opportunities. Third, the causesmodel of employee turnover showed that the influencing factors for the drivers whosetransformation work units Between one to two times mainly include: job satisfaction, organizational commitment, job stress, expect compatibility, distributive justice andprocedure system of work, the constraint relationship between colleagues; for the driverswhose transformation work units more than three times mainly include: organizationalcommitment, job opportunities, leaving constraints, distributive justice and procedural justice,expect compatibility, family and individual factors.According to the empirical conclusions, management and bus industry and thecharacteristics of the public transportation industry, the study asked the following strategiesfor bus companies to deal with the bus drivers to leave: First, reduce stress, improve theworking environment; Second, establish a good salary structure system. third, focus oncorporate culture; Fourth, strengthen the system construction; fifth, build a careerdevelopment plan for the bus driver.The contribution of this study is to provide theoretical support and actionablerecommendations for Guangzhou city bus companies to reduce driver’s turnover rate, andprovide reference for subsequent research.