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Author: Robert Michael Dudley Publisher: ISBN: Category : Management Languages : en Pages : 0
Book Description
This study examined the attitudes of Army and Marine Corps officers towards a set of career rewards, investigated the probability that these officers felt they would receive the desired career rewards during their military careers and attempted to determine what relationship existed between the officer's perceptions of important career rewards and their decision to remain in or leave the military. A survey was conducted on a random sample of 92 Army officers from the 7th Infantry Division, Ft. Ord, California and 119 Marine Corps officers from the 1st Marine Division, Camp Pendleton, California. The results indicated that intrinsic rewards were perceived, overall, more important than extrinsic rewards. Further, respondents perceived the probability of receiving these important intrinsic rewards as quite low. This perception was found to correlate highly with the officers' career decisions. (Author).
Author: Robert Michael Dudley Publisher: ISBN: Category : Management Languages : en Pages : 0
Book Description
This study examined the attitudes of Army and Marine Corps officers towards a set of career rewards, investigated the probability that these officers felt they would receive the desired career rewards during their military careers and attempted to determine what relationship existed between the officer's perceptions of important career rewards and their decision to remain in or leave the military. A survey was conducted on a random sample of 92 Army officers from the 7th Infantry Division, Ft. Ord, California and 119 Marine Corps officers from the 1st Marine Division, Camp Pendleton, California. The results indicated that intrinsic rewards were perceived, overall, more important than extrinsic rewards. Further, respondents perceived the probability of receiving these important intrinsic rewards as quite low. This perception was found to correlate highly with the officers' career decisions. (Author).
Author: Robert Michael Dudley Publisher: ISBN: Category : Management Languages : en Pages : 90
Book Description
This study examined the attitudes of Army and Marine Corps officers towards a set of career rewards, investigated the probability that these officers felt they would receive the desired career rewards during their military careers and attempted to determine what relationship existed between the officer's perceptions of important career rewards and their decision to remain in or leave the military. A survey was conducted on a random sample of 92 Army officers from the 7th Infantry Division, Ft. Ord, California and 119 Marine Corps officers from the 1st Marine Division, Camp Pendleton, California. The results indicated that intrinsic rewards were perceived, overall, more important than extrinsic rewards. Further, respondents perceived the probability of receiving these important intrinsic rewards as quite low. This perception was found to correlate highly with the officers' career decisions. (Author).
Author: Jay D. Steele Publisher: ISBN: Category : Languages : en Pages : 166
Book Description
This thesis addressed the question of which factors most highly influence the career decision of officers in the U.S. Army and Marine Corps who are between their fourth-year and twelfth-year of service. This was accomplished using data from the 1985 DOD Survey of Officer and Enlisted Personnel in a logistic regression model. Several conclusions were drawn from this study. Intrinsic factors appear to contribute more to the career decision than extrinsic factors. Specifically, promotion probability and satisfaction with current job have the most influence . Extrinsic factors, especially length of service and sex, are also important. The impact of individual factors, however, is generally quite small; so an effective retention program must include a combination of factors. Finally, the Army as a whole, Marine Corps as a whole, and Army medical specialists are not homogeneous and so must be considered separately when determining policy changes intended to increase retention. Keywords: Officer personnel, Personnel retention, Motivation.
Author: Daniel J. Sullivan Publisher: ISBN: 9781423555292 Category : Languages : en Pages : 126
Book Description
United States Naval Aviation Officer retention has been identified by senior-level personnel managers as one of the largest challenges faced by the services in recent years. In robust economic times all branches of the armed forces face the challenge of retaining sufficient highly-trained volunteers. The aviation community is disproportionately affected due to the long lead time associated with aviation officer training and the potential for long-term lucrative civilian job opportunities compared with existing military pay and benefits. This study documents the development of a retention survey aimed to quantify Naval aviation officer attitudes towards job satisfaction and turnover intent. Previous research has indicated that measurements of job satisfaction are the most reliable predictor of one's intent to remain with an existing employer. To best understand this relationship, CART and logistic regression models are proposed to predict Naval aviation officer retention These model were developed using a principal components analysis of survey data elements. Work satisfaction and age were analyzed in terms of their impact as moderators of the relationship between job satisfaction and retention. Work Satisfaction factors were found to be significant in models that predicted turnover intent half again better than if one was to merely provide a sample estimate.
Author: Levent Ergun Publisher: ISBN: 9781423503804 Category : Languages : en Pages : 169
Book Description
The purpose of this thesis is to identify and evaluate factors that affect career development of U.S. Marine Corps officers. The analysis includes evaluation of fitness reports, performance at The Basic School (TBS), retention, and promotion to 0-4 and 0-5 ranks. The primary goal is to explain the effect of officer commissioning programs on officers' careers. The personnel database used for the analysis includes more than 28,000 Marines who entered between FY 1980 and 1999. The performance models assume that commissioning programs that provide longer and more intensive pre-commissioning acculturation, or that credit enlisted service experience, will be associated with better performance Performance models are specified and estimated for TBS class rank, retention to 10 years of service, promotion to 0-4 and 0-5, and for a Performance Index (PI) derived from fitness report marks.
Author: Christine Wiggins Balisle Publisher: ISBN: Category : Employee retention Languages : en Pages : 174
Book Description
Given the current political and military climate, it appears that our service men and women will be involved in many conflicts within the next few years. In order to maintain the strength of force in use, it is essential to maintain a high number of active-duty personnel. The ability to predict retention intentions is likely to require greater understanding of the individual's commitment to the military's values, as well as factors related to the individual's work and non-work experiences within the military environment. To date, the consideration of such factors has been neglected in studies regarding retention. This project addressed this gap by considering the role of military values, job factors, and family support in the prediction of retention intention. The goal was to identify important influences on retention, thereby allowing the military to address its need to maintain personnel and military strength. This study employed the use of a hierarchical multiple regression to examine the role of life satisfaction as a mediator for four predictor variables (military values, job satisfaction, work-place support, and spousal support) on retention intention. Life satisfaction was found to partially mediate the effects of military values and spousal support onto retention intention. A hierarchical multiple regression was used to assess predictor variable importance when predicting retention intention. Results indicated that, when considered in this multivariate context, job satisfaction was the only significant predictor of retention intention. Results of this study are consistent with the spillover hypothesis, and indicate the importance of day-to-day experiences Marines face at work and at home. Although commitment to the Military Values the Marine Corps espouses is related to intention to reenlist, the military may be more successful at retaining personnel if it focuses on factors that are more proximate to soldier's lives: that is, aspects of their work and home lives. In particular, characteristics that influence job satisfaction may be especially important to consider. If these factors are addressed, a greater number of active-duty personnel may opt to stay in the military, thus ensuring the security of the nation.
Author: Robert Michael Dudley
Author: Robert Michael Dudley
Author: Robert Michael Dudley
Author: 
Author: 
Author: Jay D. Steele
Author: United States. General Accounting Office
Author: Daniel J. Sullivan
Author: 
Author: Levent Ergun
Author: Christine Wiggins Balisle