Why School Bus Drivers Stay in Their Jobs.

This article investigates factors influencing school bus driver retention amid widespread driver shortages, focusing on a survey of 301 drivers across 32 school districts in New York. Using a person-environment fit framework, the study examines how job satisfaction, meaningful work, and public service motivation relate to drivers’ turnover intention. Results indicate that higher extrinsic job satisfaction (e.g., pay and benefits) and experiencing work as personally meaningful and connected to a broader life purpose are associated with lower turnover intention, while public service motivation showed no significant predictive value. Qualitative responses revealed that drivers see themselves as integral to students’ education and value recognition and communication from leadership. The findings suggest that school districts might improve retention by enhancing extrinsic rewards and fostering drivers’ connection to the school mission, though further research is needed to generalize beyond the regional sample and to explore causal relationships.