Bumps along the long and winding road

125 Pages·2016·0.81 MB·English

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Layla Rhiannon Mansfield
Portland State University
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Mansfield, Layla Rhiannon, "Bumps along the long and winding road: Factors related to truck driver
turnover and job-induced tension" (2014). Dissertations and Theses. Paper 1874.
https://doi.org/10.15760/etd.1874
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Bumps along the Long and Winding Road:
Factors Related to Truck Driver Turnover and Job-Induced Tension

by
Layla Rhiannon Mansfield

A thesis submitted in partial fulfillment of the
requirements for the degree of

Master of Science
in
Psychology

Thesis Committee:
Tayla Bauer, Chair
Berrin Erdogan
Ryan Olson
Donald Truxillo

Portland State University
2014
© 2014 Layla Rhiannon Mansfield
DRIVER TURNOVER AND JOB-INDUCED TENSION

Abstract
Voluntary turnover rates among truckload carriers are extremely high, ranging from 50%
to more than 100% annually (Griffin & Kalnbach, 2002), furthermore, long-haul truck
drivers operate in a stressor-filled environment, which exerts enormous adverse influence
not only their well-being but also on their intent to quit. This study explores the relational
aspects of the driver’s work environment to highlight how the relationships that a driver
has with their organization, supervisor, and dispatcher can explain turnover and job-
induced tension. Drawing on Social Exchange Theory, Conservation of Resources
Theory, and concepts from Hirschman’s (1970) theoretical framework of Exit, Voice, and
Loyalty, this study hypothesized that Perceived Organizational Support (POS) and
Leader-Member Exchange (LMX) have a negative relationship with turnover and job-
induced tension and that this relationship is moderated by the dispatchers’ sensitivity to
voice. Further, this moderation was argued to be mediated by the dispatchers’
responsiveness. A modified model, that retains the original theoretical framework, was
tested after a number of measurement issues were uncovered. The modified model
collapses dispatcher sensitivity to voice and dispatcher responsiveness into one composite
variable, dispatcher communication effectiveness. Dispatcher communication
effectiveness was hypothesized to moderate the relationships between POS, LMX,
turnover, and job-induced tension. The hypotheses were tested in a sample of 166 truck
drivers and findings indicate the POS and LMX were directly related to job-induced
tension but these same predictor variables were unrelated to turnover. There was
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DRIVER TURNOVER AND JOB-INDUCED TENSION

marginal support for the buffering effects of dispatcher communication effectiveness on
the relationship between LMX and job-induced tension. These findings contribute to the
knowledge about the role of POS and LMX on job-induced tension while uncovering the
important dynamics in play between a driver and their dispatcher. The theoretical and
practical implications of the study are discussed.

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Dedication
This work is dedicated to Christina Journey. Thank you, mom, for everything.

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Acknowledgments
I would like to thank Dr. Talya Bauer for her support and encouragement during this
project. I would also like to acknowledge my committee members for their insight and
feedback, I am grateful.

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Table of Contents
Abstract……………………………………………………………………….. i
Dedication……………………………………………………………………...iii
Acknowledgments……………………………………………………………..iv
List of Tables…………………………………………………………………..vi
List of Figures…………………………………………………………………vii

Chapter 1
Introduction……………………………………………………………………1
Chapter 2
Method………………………………………………………………………..36
Chapter 3
Results…………………………………………………………………………44
Chapter 4
Discussion……………………………………………………………………..51
References……………………………………………………………………..86
Appendix A
Items for the composite variable dispatcher communication effectiveness…..110

Appendix B
Survey Items…………………………………………………………………..111

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List of Tables
Table 1
Means, Standard Deviations, and Intercorrelations among Study Variables……….68
Table 2
Summary of Study Changes and Overview of the Results of the Hypotheses…......70
Table 3
Logistic Regression Analyses for Predicting Turnover with POS and LMX……....71
Table 4
Logistic Regression Analysis for Predicting Employee Turnover with the Interaction of
POS and Dispatcher Communication Effectiveness………………………………..72

Table 5

Logistic Regression Analysis for Predicting Employee Turnover with the Interaction of
LMX and Dispatcher Communication Effectiveness………………………………73

Table 6

Hierarchal Multiple Regression Analyses Predicting Job Tension from POS
and LMX…………………………………………………………………………...74

Table 7

Hierarchal Multiple Regression Analysis for Predicting Job Tension with the Interaction
of POS and Dispatcher Communication Effectiveness…………………………….75

Table 8

Hierarchal Multiple Regression Analysis for Predicting Job Tension with the Interaction
of LMX and Dispatcher Communication Effectiveness……………………………76

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DRIVER TURNOVER AND JOB-INDUCED TENSION

List of Figures
Figure 1
Conceptual Model………………………………………………………….77
Figure 2
Hypotheses 1-4…………………………………………………………….78
Figure 3
Hypotheses 5a-d……………………………………………………………79
Figure 4
Hypotheses 6a-d……………………………………………………………80
Figure 5
Hypotheses 7a-d……………………………………………………………81
Figure 6
Hypotheses 8a-d……………………………………………………………82
Figure 7
Modified Model for Hypotheses 5 and 6 to Reflect Composite Variable Dispatcher
Communication Effectiveness………………………………………………83

Figure 8
Modified Model for Hypotheses 7 and 8 to Reflect Composite Variable Dispatcher
Communication Effectiveness………………………………………………84

Figure 9
Interaction be5tween LMX and Dispatcher Communication Effectiveness on Job-induced
Tension………………………………………………………………………85

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