Synthesis of Information Related to Airport Practices. Topic S06-06. Supporting Employee Well-being through Workforce Programs

A key element of attracting and retaining employees is providing an environment where people want to work. Airport employees face many challenges that can create stress. If stress levels are not addressed employee attraction, productivity and retention may be impacted. Stressors include personal financial management, technology, work-life balance, and operational budgetary constraints. Generational differences, the loss of institutional knowledge from employee turnover, and a high learning curve for new hires impacts employee morale and productivity. Overwhelming workplace stressors can take a toll on employees' physical, mental and emotional health, and overall personal well-being. The 24/7 daily nature of the airport environment and potential traumatic events that occur at airports have the potential to exacerbate stressors for employees. Airports that decrease stress for employees create an environment in which employees want to work and can thrive. Airports benefit by attracting new and retaining current employees who are engaged in creating safe and efficient operations. As such, it is necessary to assess the well-being of employees and implement strategies to reduce stress and create a work environment that supports total employee well-being. Identifying issues that are influencing employee stress can assist airports in prioritizing workforce development initiatives to improve employee well-being in the future. The objective of this project is to summarize the current state of practice relating to common sources of airport employee stress and identify existing successful workforce programs that benefit employee well-being. The audience for this synthesis is airport leadership, policy makers, human resource teams, and other managers responsible for employee wellness and benefits. Information to be gathered will include, but not be limited to: (1) Benefits of improving employee well-being and reducing stress (2) Common workplace stressors for airport employees (e.g. mental, social, physical, financial) (3) Current innovations and workforce programs applicable or used at airports (4) How success is measured (5) Tools, resources and methods available to assist airports in effectively engaging employees in workforce programs designed to support employee well-being (6) The impacts of generational differences on wellness programs (i.e. Baby Boomers to I-Gens) The contractor will gather data through a literature review, a survey of at least 20 airports, and follow-up interviews to develop no less than five case examples of successful wellness programs. This research intends to assist a range of different types of airports. Data collection will include a minimum of five large hub, five medium hub, five small hub, and five general aviation airports; GA airports will not be part of a larger system.


  • English


  • Status: Proposed
  • Funding: $45000
  • Contract Numbers:

    Project 11-03, Topic S06-06

  • Sponsor Organizations:

    Airport Cooperative Research Program

    Transportation Research Board
    500 Fifth Street, NW
    Washington, DC    20001

    Federal Aviation Administration

    490 L'Enfant Plaza, SW
    Washington, DC    20024
  • Project Managers:

    Staba, Gail

  • Performing Organizations:

    ICF International

  • Principal Investigators:

    Cronin, Candace

  • Start Date: 20190702
  • Expected Completion Date: 0
  • Actual Completion Date: 0

Subject/Index Terms

Filing Info

  • Accession Number: 01687060
  • Record Type: Research project
  • Source Agency: Transportation Research Board
  • Contract Numbers: Project 11-03, Topic S06-06
  • Files: TRB, RiP
  • Created Date: Nov 26 2018 3:04PM