MPC
Research Projects (2001-02)

Identifying Number

MPC-222

Project Title

Strategies for Improving DOT Employee Retention and Motivation, Year 2

University

North Dakota State University

Project Investigator

Lynn Kalnbach
5548 Beechmoor Court
Grafton, WI 53204
(262)376-9835
lkalnbach@hotmail.com

Dennis Jacobson
Upper Great Plains Transportation Institute
North Dakota State University
(701)231-7766
dennis.jacobson@ndsu.edu

Gene Griffin
Upper Great Plains Transportation Institute
North Dakota State University
(701)231-8343
gene.griffin@ndsu.edu

External Project Contact

Rich Millard
Human Resources Division
Missouri Dept of Transportation
P.O. Box 270
Jefferson City, MO 65102
(505)246-6446
millaj@mail.modot.state.mo.us

Project Objective

The general objective of this project is to identify human resource management strategies that result in significant levels of job satisfaction of DOT employees resulting in improved retention and increased motivation, productivity, and quality of work.

Specific objectives include:

• Quantify and qualify the scope and seriousness of the problem on a regional basis, including the states of Iowa, Minnesota, Montana, Nebraska, North Dakota, South Dakota, and Wyoming.
• Identify and evaluate alternative methods for potentially improving retention and motivation among DOT employees.
• Determine how DOT employees would react to alternative human resource strategies by conducting one or more case studies.
• Create a short course on retention issues for the DOTs.
• Develop a strategy for improving retention and motivation that the DOTs could implement.

Project Abstract

Human capital is the most critical asset in determining the success of an organization. Therefore, it is important to address issues that adversely affect the contribution that human capital can make. It is reported that there are two major issues of concern among DOTs regarding their human capital: retention and motivation. These two issues probably stem from several factors, including two that are related: (1) a shortage of qualified people, and (2) a lack of understanding of how organizational structure and culture affect the ability to realize the full potential of human capital.

The study consists of two phases. Seven state DOTs, including Iowa, Minnesota, Montana, Nebraska, North Dakota, South Dakota, and Wyoming will be involved in the first part of the study, while a case study approach will be used in the second part of the project. Face-to-face interviews will be conducted in the first phase of the study, however, the objectives of the second phase of the study will be accomplished through the use of written surveys, focus group discussions, and a private seminar for participating DOTs.

Task Descriptions

• Task 1 – Identify DOTs to serve as case study participants.
• Task 2 – Organize a technical advisory committee to assist investigators with various methodological issues throughout the study.
• Task 3 – Evaluate the extent and nature of the problem on a regional scale
  • 3.1 Articulate the perceived problem
  • 3.2 Draft a list of questions to be asked of a high level HR representative and selected DOT employees
  • 3.3 Conduct face-to-face interviews at each of the seven regional DOTs
  • 3.4 Analyze results and develop initial report
• Task 4 – Identify and accept I/O Psychology method for analyzing the retention and motivation variables of DOT jobs.
• Task 5 – Evaluate employees' perceptions of the specific jobs and related work environment by using a written questionnaire.
• Task 6 – Evaluate managers' perceptions of the specific jobs and related work environment by using a written questionnaire.
• Task 7 – Conduct employee focus group discussions on-site at the participating DOTs.
• Task 8 – Conduct management focus group discussions on-site at the participating DOTs.
• Task 9 – Evaluate the retention variables related to the job and the individual employees.
• Task 10 – Conduct a private seminar for all participating DOTs and the technical advisory committee describing findings and gaining final input.
• Task 11 – Develop final report.

Milestones, Dates

• Starting Date: July 1, 2001
• Project Milestones:
  • Task 1 and 2: July 30, 2001
  • Task 3 and 4: October 1, 2001
  • Task 5 and 6: December 1, 2001
  • Task 7 and 8: February 15, 2002
  • Task 9 and 10: May 1, 2002
  • Task 11: June 30, 2002
• Ending Date: June 30, 2002

Yearly and Total Budget

$50,400

Student Involvement

One graduate or undergraduate psychology student.

Relationship to Other Research Projects

This project builds on the truckload driver job satisfaction and retention research.

Technology Transfer Activities

TEL8 presentation, possible TRB presentation, final MPC report, short course on retention for DOTs and journal articles.

Potential Benefits of the Project

The DOTs could apply the results of this research to modify their existing organizations in an effort to improve retention and motivation. Additionally, AASHTO could use the research to develop a nationwide effort focusing on retention and motivation.

TRB Keywords

DOT, employee retention, employee motivation, human resource strategies