Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees PDF Download

Author: Patrick O. Boling
Publisher:
ISBN:
Category :
Languages : en
Pages : 0

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Author: Paul A. Gade
Publisher: Psychology Press
ISBN: 1317708075
Category : Psychology
Languages : en
Pages : 147

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Most military researchers who have attempted to measure organizational commitment have done so on an ad hoc basis, preferring to invent new items and scales rather than incorporate well-established measures. The purpose of this special issue is to reverse this trend by bringing military organizational commitment research into the scientific mainstream and to do so in ways that will prove useful to military services while advancing organizational commitment theory and knowledge. This special issue grew out of a symposium conducted at the 1998 American Psychological Association Convention that arose when many in the field recognized the practical importance of measuring organizational commitment while maintaining a healthy concern for ensuring that this measurement was well-grounded in organizational commitment theory. Taken together, the articles in this issue demonstrate the concepts of affective and continuance commitment and their underlying measures by using them in different military samples and under a variety operational conditions.

Author: Stuart H. Rakoff
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 138

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This project was designed to improve the understanding and modeling of the decisions, made each year by thousands of first-term soldiers, to reenlist in the Army or to leave for civilian jobs and school. A model of the reenlistment decision formulated from a decision-analytic perspective was developed, based on an extensive review of the literature in the areas of military personnel, job satisfaction and job change, and decision theory, as well as from focus groups conducted with first-term soldiers at Fort Benning, Georgia. A multicomponent decision-modeling approach incorporating attitudinal, normative, and affective predictors of reenlistment intent was then developed, along with a set of instruments to capture data on these components. Consistent with previous findings for an enlistment task, the analysis of the pilot test data indicated that the three components predicted reenlistment intent in the following rank order: affect, attitudinal, and normative. The results also suggest that the Army has available tools for influencing these reenlistment decisions that are much more varied than the limited set of mainly economic factors that are now predominant in these programs. Specifically, the affective component dominated the economic variables in predicting reenlistment intent for this limited sample of soldiers, and may be an important reenlistment program and policy lever in the future. Keywords: Military personnel, Retention.

Author: Lars Nystedt
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 10

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Author: Jamiel Vadell
Publisher: Universal-Publishers
ISBN: 1599422964
Category : Business & Economics
Languages : en
Pages : 133

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Trust continues to be a leading concept in organizational commitment. Milligan (2003) conducted a survey looking at trust in the Air Force among junior officers. This study was conducted as a follow-up study to determine whether trust continues to be an issue in the Air Force. The purpose of this study is to measure the comparative strengths and weaknesses, as well as the significance, of leadership s ability to gain trust from its subordinates in order to reduce the numbers of officers leaving after their commitment. This research measures organizational commitment and trust in a random sample of 372 Air Force captains. All participants completed the following surveys: The Management Behavior Climate Assessment, Organizational Commitment Scales, Intent to Leave Scale, and a demographics survey. Findings of the research concluded with the following points, as trust is a growing factor in leadership and junior officers leaving the Air Force, there is a relationship between trust and commitment. There is also a strong relationship between commitment and intent of junior officers leaving the Air Force. Finally, trust was the primary variable in this study and it was found that with an increase of trust in leadership, there is a decrease of junior officers leaving the Air Force.

Author: Alfred L. Smith
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 68

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Author: Hyder A. Lakhani
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 40

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Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 113

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This thesis examined the retention decisions of company grade supply officers in the United States Air Force. Specifically, the relationships between organizational commitment and the components of job satisfaction were examined with three aspects of career intent: (1) intention to presently remain in supply, (2) intention to permanently remain in supply, and (3) intention to make the Air Force a career. Also, demographic variables about Air Force supply officers were collected and reported. Data collection was accomplished by survey method. The Job Descriptive Indices were used to measure the components of job satisfaction. Porter's Organizational Commitment Scale questionnaire was used to measure organizational commitment. Original questions were developed to measure the three aspects of career intent. Analysis of the data was accomplished using simple and multiple linear regression. The results of this investigation illustrate the varying abilities of organizational commitment and the components of job satisfaction to predict the different aspects of expressed career intent. The results indicate that the direct work related components of job satisfaction (work satisfaction, co-worker satisfaction, and supervision satisfaction) are most strongly related to and are the best predictors of expressed career intention to presently and permanently remain in supply, while organizational commitment is most strongly related to and is the best predictor of expressed career intention to make the Air Force a career.

Author: Yongjun Park
Publisher:
ISBN:
Category : Military service, Voluntary
Languages : en
Pages : 0

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Military organizations across the world are faced with challenges in recruiting and retaining high-quality personnel because of increasing inter-sectoral competition, changes in social values, and low unemployment. Although intrinsic motivation, organizational commitment, job satisfaction, and job stress are essential for employee retention and performance, there has been little research into these factors within the military sector. The three separate studies that compose this dissertation were undertaken to investigate the impact of soldiers' behaviors and attitudes on individual's performance and to examine differences in the organizational attitudes and individual performances of conscripts versus volunteer soldiers. The first study examines the relationship between intrinsic motivation and individual performance and explores whether this relationship is mediated by job stress. The second paper explores differences in affective organizational commitment, job satisfaction, and individual performance between conscripts versus volunteer soldiers. This study also investigates the impact of job satisfaction on affective organizational commitment and individual performance in the military sector. The third study investigates whether there are differences in intrinsic motivation, organizational commitment, and job satisfaction between conscripts and volunteer soldiers. This study investigates the impact of intrinsic motivation on organizational commitment and job satisfaction in the military sector. The results of the three studies note three significant findings: (1) intrinsic motivation has a negative association with job stress, and the relationship between intrinsic motivation and military performance is mediated by job stress; (2) volunteer soldiers have higher job satisfaction and total fitness levels than conscripts, and job satisfaction has a statistically significant positive effect on affective organizational commitment and total fitness levels in military organizations; and (3) volunteer soldiers have higher intrinsic motivation, organizational commitment, and job satisfaction than conscripts. Intrinsic motivation has a statistically significant positive effect on military organizations' organizational commitment and job satisfaction. Implications, limitations, and suggestions for future research are also discussed in the study.

Author: Deborah A. Diffenauer
Publisher:
ISBN:
Category :
Languages : en
Pages : 188

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This study examined the relationship between demographic characteristics, level of job satisfaction, and current/preferred organizational culture in a sample of 139 off-campus military degree program participants. The Job Satisfaction Survey (Spector, 1985) was used to assess the participants' level of satisfaction in current occupations. The second instrument used to assess the participants' current and preferred organizational culture was a combined version of Harrison & Stokes (1992) Diagnosing Organizational Culture Instrument DOCI and the Organizational Culture Assessment Instrument OCAI developed by Cameron & Quinn (1999b). The study provided evidence to validate the existence of correlations between levels job satisfaction and perceptions of organizational culture. Specifically, there exists a relationship between some of the participant's demographic characteristics (gender, status, and current occupation), with job satisfaction, and organizational culture within the military environment given the various subcultures and defined roles.