Rethinking Pilot Retention in the United States: An Analysis of Key Factors

Abstract

This thesis examined pilot retention challenges in U.S. regional and low-cost carriers (LCCs), focusing on nonfinancial incentives such as quality of life, career stability, and work-life balance, which may have a greater influence on retention than traditional financial incentives. This quantitative, survey-based approach assesses how pilots rank the factors that influence their retention. Using a sample of U.S.-based pilots, the study examines six key areas adapted from a European pilot retention framework. Statistical analyses, including the Friedman test, the Mann-Whitney U test, and the Kruskal-Wallis test, identified correlations between demographic variables and retention priorities.

The inherent financial constraints of regional airline business models often mean that offered salaries cannot compete with the compensation packages provided by mainline carriers. However, the findings suggest that nonfinancial quality of life factors, such as desirable pilot bases, work-life balance, and predictable schedules, may counterbalance the financial incentives offered by mainline carriers, especially for the younger generation of pilots entering the workforce. Addressing the methodological limitations identified within the study and conducting comprehensive mixed-methods research in the future, will further clarify pilot retention dynamics, offering practical guidance to airline management, policymakers, and labor organizations.