An Analysis of the Factors Affecting Marine Corps Officers Retention PDF Download

Author: Robert J. Theilmann
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 60

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Author:
Publisher:
ISBN:
Category : Males
Languages : en
Pages : 68

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Book Description
This thesis examines factors which influence the retention of male, company-grade Marine Corps officers (grades O-1 to O-3) who are within their initial period of obligated service. Data used combined responses from the 1985 DoD Survey of Officer and Enlisted Personnel and the respondents' 1989 status from the officer master fine maintained by the Defense Manpower Data Center (DMDC). Logit regression was used to measure the relative importance of a broad range of factors for retention. These included: biographic and demographic characteristics, tenure data, perception of external job opportunities, and satisfaction with various aspects of military life. Results indicated that the individual's marital/dependent status, commissioning source, military occupational specialty, race, and satisfaction with specific intrinsic and extrinsic aspects of the military job are most important in predicting the retention behavior of junior Marine Corp officers with no less than 12 months of service and no more than seven and one-half years of active service. These findings can provide manpower planners with information to project and manage future retention levels of company-grade officers and to identify possible shortfalls in critical occupational specialties.

Author: Marc A. Zinner
Publisher:
ISBN: 9781423581116
Category : Soldiers
Languages : en
Pages : 107

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This thesis analyzed factors which influenced the retention of male, junior Marine Corps officers who were serving within their initial period of obligated service. A broad social science approach combining organizational and individual behavioral factors was used to model the turnover decision. A multivariate logistic regression model was estimated using these factors to determine their relative importance in explaining differences in the actual retention behavior of these officers. Subsequent models were then estimated to identify and explain differences in the factors affecting the retention between married and single personnel. Data for this study were drawn from a matched file of responses to the 1992 Department of Defense Survey of Officers and Enlisted Personnel and Their Spouses with 1996 follow-up retention information from the Defense Manpower Data Center's Master Loss File. The factors found to influence significantly the sample members' decisions to remain on active duty included: commissioning source; occupational specialty; deployment to Operation Desert Shield/Storm; satisfaction with various intrinsic aspects of life in the Marine Corps; concerns with the force drawdown; whether or not the officer had searched for civilian employment in the last twelve months; whether or not the officer believed that the skills he had acquired in the Marine Corps would be transferable to the civilian market; and the influence on the career decision of the officer's spouse. Finally, recommendations regarding future policy as well as areas for further related research were made.

Author: George C. Psaros
Publisher:
ISBN:
Category :
Languages : en
Pages : 108

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Author: Levent Ergun
Publisher:
ISBN: 9781423503804
Category :
Languages : en
Pages : 169

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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:
Publisher:
ISBN:
Category :
Languages : en
Pages : 49

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This study will analyze factors that affect retention of male and female officers with specific emphasis on the surface warfare and restricted line communities. The research will examine whether family influence, dependent status, accession source and undergraduate major are differentially related to retention by gender and community. This study will evaluate these officers from date of commissioning to the 10-year point in an effort to derive factors related to retention after reaching a major career milestone. A logistic regression model will be used as the analytic strategy for the study. Descriptive statistics on independent and dependent variables will be run, as appropriate, to show retention rates and outcomes from six Cohorts (1988-1993) while controlling for missing data, missing cases, personnel who died prior to the 10-year point, Marine Corps Officers, Aviators, Staff Corps and Submariners. The findings of this study will evaluate whether retention of female and male officers is related to the same predictors. The results will provide data to policy makers and Navy personnel to better predict, control and maintain retention rates.

Author: Ronald J. Wielsma
Publisher:
ISBN: 9781423576181
Category :
Languages : en
Pages : 86

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This thesis analyzes the factors associated with promotion to 0-4, retention to the 0-4 promotion point, and actual performance ratings. One factor, graduate education, is specifically targeted for detailed analysis to determine its direct effects on the measures of on-the-job performance. A defense Manpower Data Center (DMDC) cohort file of USMC officers who were commissioned during fiscal year 1980 is merged with Automated Fitness Report System (AFRS) files and Headquarters Master File (HMF) information to analyze performance differences between officers who have and have not obtained a postgraduate education. Nonparametric, ordinary least squares (OLS), and non- linear maximum likelihood (PROBIT) techniques are used to estimate the selection, retention and promotion models. The results suggest that actual on- the-job performance is an important factor in determining promotion, retention, and who attends graduate education. Graduate education appears to have a positive effect on promotion; however, failure to correct for retention and selection issues biases the estimated effects of graduate education upward. Further study using more sophisticated techniques is recommended to clarify the interrelationships among promotion, retention, performance, and graduate education to gain more information on the magnitude and direction of these potential biases.

Author: Jeffrey S. Randall
Publisher:
ISBN:
Category : Soldiers
Languages : en
Pages : 107

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Author:
Publisher:
ISBN:
Category : Manpower policy
Languages : en
Pages : 183

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The purpose of this thesis is to identify and evaluate factors that affect retention and promotion of mid-grade officers in the U.S. Marine Corps. The analysis includes evaluation of survival patterns to ten-years of commissioned service and promotion patterns to O-4 and O-5. The primary goal is to explain the effect of an officers2 primary military occupational specialty (PMOS) on retention and promotion. The Marine Corps Commissioned Officer Accession Career (MCCOAC) data file contains cohort information from FY 1980 through FY 1999 and includes 27,659 observations. Using data from the MCCOAC data file, logistic regression and Cox Proportional Hazard models are used to estimate the effects of an officer2s PMOS on survival and promotion patterns of Marine Corps officers. The findings indicate that an officers PMOS is significantly associated with whether an officer stays until 10 YCS or is promoted to O-4 or O-5. Logistic regression results show that pilot PMOSs are positively correlated with surviving until 10 YCS, but are negatively correlated with promotion to O-4, when compared to Infantry. The results also find that the remaining PMOSs are negatively correlated with whether and officer survives until 10 YCS, when compared to Infantry. In addition, only three PMOSs (0402, 7202, and 7523) are positively correlated with whether an officer is promoted to O-4 or O-5. Finally, the Cox Proportional Hazard results show the effect of having a particular PMOS or occupational field on the hazards of separation and promotion.

Author: James J. Hamm (III.)
Publisher:
ISBN:
Category :
Languages : en
Pages : 146

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Increasing retention of quality minority officers is a high priority of the Marine Corps. Determination of any differences in survivorship among racial and ethnic groups and any factors associated with those differences is a first step. This study analyzed the performance of Marine Corps officers at different career stages to determine what variables were associated with success or failure incrementally at successive career steps or continuously throughout a career. Factors that significantly impacted performance at all steps through selection to major were COMMISSIONING SOURCE, GCT SCORE, and COMPOSITE THIRD STANDING at The Basic School. Additionally, samples of the Marine officer population, matched according to level of significant factors, were used to determine if success was dependent on race. At the career stages of The Basic School, selection to captain, and selection to major, success was independent of race.