Download or read book Factors Affecting the Retention Decisions of Female Surface Warfare Officers written by Elizabeth A. Clifton and published by . This book was released on 2003-03-01 with total page 285 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis delineates factors affecting the retention decisions of female Surface Warfare Officers. The data were obtained from in-depth interviews conducted with 12 female senior officers and 15 female junior officers. The transcripts from the interviews revealed 19 general themes. Based on the research, the data regarding the decisions that female officers make to either stay in the Navy or leave leads to four broad categories: economic factors, Navy "taste factors", leadership factors, and family issues. The most common negative factors influencing female junior officers to leave the Navy are quality of life issues, lack of confidence in senior leadership, and family concerns. The main reasons the female senior officers stayed in the Navy were job satisfaction, their love for being out at sea and ship driving, and their commitment to taking advantage of the opportunities offered to them and forging a path for the women who followed. This thesis concludes with recommendations for further research and policy changes to assist personnel officials in understanding the retention decisions of female Surface Warfare Officers and potentially increasing the retention rate of the female officers.
Download or read book The Impact of Demographics and Military Factors Affecting Retention Rates of Female and Male Officers in the Surface Warfare and Restricted Line Communities written by and published by . This book was released on 2005 with total page 65 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study analyzes factors that affect the retention of male and female officers, with specific emphasis on the surface warfare and restricted line communities. Specifically, the research examines whether family influence, dependent status, accession source, and undergraduate major are differentially related to retention by gender and community. The study evaluates 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 is used as the analytic strategy for the study. Descriptive statistics on independent and dependent variables are run, as appropriate, to show retention rates and outcomes from six cohorts while controlling for missing data, missing cases, and personnel who died prior to the 10-year point. The data set used in this study included officers who were commissioned in the military between 1988 and 1993. Only the Surface Warfare (nuclear and conventional), and Restricted Line (cryptology, intelligence, oceanography, and public affairs) officer communities were examined. The original data set of 84 variables and 9,867 cases was condensed to 4 categories of variables (i.e., demographics factors, military factors, gender and retention), comprising 10 major groups (i.e., age, ethnicity, education major, family status (married/children), commissioning source, prior enlisted, Community, Community Change (SWO lateral to RL), gender, and 10-year retention, yes or no), yielding 24 variables and 5,411 cases. The findings of this study will show whether the retention of female and male officers is related to the same predictors. It should provide data to policy makers and Navy personnel to better predict, control, and maintain retention rates.
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Download or read book The Impact of Demographics and Military Factors Affecting Retention Rates Affecting Female and Male Officers in the Surface Warfare and Restricted Line Communities written by and published by . This book was released on 2005 with total page 49 pages. Available in PDF, EPUB and Kindle. Book excerpt: 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.
Download or read book Surface Warfare Officer Retention written by Carol Stoker and published by . This book was released on 2008 with total page 75 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study is the second in a series funded by the Chief of Naval Personnel to address low retention of officers in the Surface Warfare Officer (SWO) community. Low junior officer retention is a concern, particularly with respect to SWO women--whose numbers have steadily declined since the repeal of the Combat Exclusion Act in 1994. Studies conducted in this area have found that family-related factors, as well as leadership and culture factors (including morale and lack of mentoring), push both men and women out of the Navy. Nonetheless, the Navy's primary effort to improve retention has been to introduce the Surface Warfare Officer Continuation Pay (SWOCP) in 1994 and, subsequently, to offer a Critical Skills Retention Bonus. Retention bonuses have not offset the non-monetary concerns, particularly for women. The present study focuses on the non-monetary factors that have received little attention in the past with respect to changes that could be made to improve retention. The findings apply to both men and women. Unlike previous studies that have assessed intentions of SWOs to stay or leave, the current study is based on a survey of officers who have actually made the decision to leave active duty and who are now in the Individual Ready Reserve (IRR). The data show that family-related factors are the highest-rated influences on the decision to leave active duty; this holds true for both men and women and older vs. younger year groups. Women felt more strongly than men about the influence some of these factors had on the decision to leave active duty, but the similarity between the opinions expressed by men and women was surprising. Further, monetary incentives have less influence on retention than family or leadership factors. "Total military pay" was more important to men than to women, but still placed lower on the list than many other factors that caused men to leave active duty. Other findings are reported that concern mentoring, gender issues, feelings about the separation decision, and incentives that could encourage this group to consider returning to active duty. More women than men would consider returning, and improvements in leadership were mentioned most often by all groups as a change that needs to be made to improve retention. Finally, recommendations are made for training interventions and research to address leadership issues.
Download or read book Study of Factors Affecting the Retention Decisions of Sea Going Female Naval Aviators and Naval Flight Officers written by Traci A. Keegan and published by . This book was released on 1999-05-01 with total page 145 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis seeks to discover the factors that are affecting the career decisions of female aviators and naval flight officers (NFOs) in sea-going aviation communities. Fourteen general themes were revealed, including the influence family members had on the decision to join the military, the committment to serve their country, the lack of female role models in aviation, the gender discriminationthe officers faced throught their careers, and their plans to leave the Navy after their initial obligation.
Download or read book Officer Career Development written by Regina L. Burch and published by . This book was released on 1993 with total page 26 pages. Available in PDF, EPUB and Kindle. Book excerpt: The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research.
Download or read book Officer Career Development written by Regina L. Burch and published by . This book was released on 1991 with total page 46 pages. Available in PDF, EPUB and Kindle. Book excerpt: The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research.
Download or read book You Only Get One Chance to Make a First Impression written by and published by . This book was released on 2007 with total page 61 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis utilizes Bureau of Naval Personnel data to examine the determinants of Surface Warfare Officer retention through the department head decision point in Year Groups 1993-1997. The retention model includes demographic and background variables in order to isolate the effects of variables that serve as proxies for job satisfaction: initial homeport, initial ship type, and initial shipboard department. Logit modeling illustrates that the following characteristics improve an officer2s chance of remaining in the Surface Navy: male, married or divorced with children, prior enlisted, Officer Candidate School officer, biological sciences major, Year Group 1996, initial homeport of Norfolk or Little Creek, and transferred from a non-cruiser/destroyer (CRUDES) ship to a CRUDES ship during the division officer tours. Conversely, officers with these characteristics are least likely to continue their careers in the Surface Navy: female, single without children, not prior enlisted, Naval Academy or Reserve Officer Training Corps graduate, business or economics major, Year Group 1993 or 1994, initial homeport in the Pacific Northwest, and no CRUDES experience. The thesis recommends that the Navy should examine the retention issue not only in monetary terms but also with emphasis on the influence an officer2s fleet experiences have on his or her stay/leave decision.
Download or read book A Predictive Model of Surface Warfare Officer Retention written by Gregory D. Gjurich and published by . This book was released on 1999-03-01 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt: Junior Surface Warfare Officer retention is in a crisis. The Surface Warfare Officer community anticipates an inability to fill Department Head billets due to the number of junior Surface Warfare Officers leaving military service. The goal of this study was to predict Surface Warfare Officer retention levels through the validation of a conceptual model from the Surface Warfare Community Manager's office using logistic regression and Classification and Regression Tree analysis. This study utilized data from the Officer Master File and the results from a questionnaire administered to active duty Surface Warfare Officers. Manpower analysts can use this model to predict whether certain groups of officers, with a given set of characteristics, are more likely to remain in military service.
Download or read book Surface Warfare Junior Officer Retention Spouses Influence on Career Decisions written by and published by . This book was released on 1981 with total page 45 pages. Available in PDF, EPUB and Kindle. Book excerpt: Information obtained from a questionnaire to which 312 male surface warfare junior Officers (JOs) responded was used to determine how JOs felt their wives influenced their intent to pursue a Navy career, and how their wives felt about separations, relocations, pay, and benefits of Navy life. Officers, in general, felt their wives were supportive of their Navy careers. Separation was considered the worst aspect of Navy life and had the most pronounced influence against a Navy career. Wives who were most supportive of a Navy career were most socially and emotionally involved in the career. Wives who worked outside the home were less supportive of a Navy career than were those who worked within the home. Wives who were teachers or Navy officers found relations more difficult to accommodate and were more reluctant for their husbands to remain in the Navy than were wives in other types of jobs. Few Navy wives attended detailer field trip meetings, but those who did were more supportive of a Navy career than those who did not. The assistance of superior officers in helping wives adjust to new duty stations was rated most helpful, and Navy Family Services least helpful, indicating that COs and XOs should recognize their influence on officer retention, and that officers and their wives should be educated on the value and use of Navy Family Services to alleviate stresses of relocation and separation.
Download or read book Retention and Promotion Rates of Naval Female Officers written by Sheena L. Reed and published by . This book was released on 1991 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The question of which factors influence the retention and promotion rates of female officers across communities in the Navy is the focus of this thesis. The thesis statistically examines the impact of a myriad of socioeconomic and personal variables upon female promotion and retention. Multivariate logit regression techniques are utilized to analyze and identify the factors that are important in the promotion and retention of female Naval officers. Both socioeconomic and personal characteristics are found to be important variables affecting the promotion and retention rates of female officers.
Download or read book Junior Surface Warfare Officer Retention written by Robert B. Du Mont and published by . This book was released on 1997 with total page 123 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Addressing Barriers to Female Officer Retention in the Air Force written by Kirsten M. Keller and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Women are underrepresented among the Air Force's senior leadership compared with their representation among the lower ranks. One factor contributing to this underrepresentation is that women tend to leave the active duty Air Force at higher rates than men. This report documents the results of a qualitative study designed to better understand the factors that female Air Force officers consider when deciding whether to remain in or separate from the active duty Air Force. The study conducted a total of 54 focus groups with 295 female Air Force officers in the spring of 2016 from across 12 different Air Force installations. The report describes the key retention factors identified through these focus groups and provides recommendations for improving Air Force policies and programs to help address potential barriers and improve female officer retention."--Publisher's description.
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Download or read book Retaining and Promoting the Best Or Best of the Rest in the SURFACE WARFARE COMMUNITY written by Benjamin W. Johnson and published by . This book was released on 2002 with total page 146 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study attempts to explain retention, promotion, and initial ship assignment in the surface warfare community. The retention model is of particular interest because it allows us to see what characteristics define the typical officer being retained. The promotion model provides a validation on the retention model indicating which characteristics define a high-quality officer. The question is answered as to whether the Navy is retaining the highest-quality officers. A database consisting of over 7,000 past and current surface warfare officers was used to develop the statistical models. Through the use of SPSS software, a determination as to the relevance of included independent variables is made. This statistical study provides commentary in accordance with economic theory pertaining to the issues of retention and promotion within the surface warfare community.
Download or read book Junior Surface Warfare Officer Retention written by Robert B. Du Mont and published by . This book was released on 1997-03-01 with total page 135 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this thesis is to identify factors that lead to resignation of Junior Surface Warfare Officers (SWO) and to develop an hedonic model of junior SWO turnover. The first source of data was a survey of active- duty, junior SWOs currently serving aboard ships. The second source of data was a survey of 0-3 SWOs who are currently drilling in the Naval Reserves. Results of the two surveys were compared to identify differing levels of satisfaction with the active-duty Navy. The reservists also compared their satisfaction between the active-duty Navy and their current civilian employment Civilian salary levels were obtained from the reservists and their spouses to determine the pay differential between the Navy and civilian jobs for former junior SWOs. A regression model found three factors to have significant power in explaining civilian pay: years since leaving active duty, employment status, and comparative work stress between civilian employment and the active-duty Navy. SWOs with full-time employment who experienced the greatest reductions in pay also experienced the greatest reduction in work Stress. Junior SWOs experienced, on average, a 20 percent pay cut after leaving active duty. Pay returned to its pre-departure level in 2 to three years.
