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 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 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 Factors Affecting the Retention of Junior Officer Fixed Wing Naval Aviators written by Michael J. Supko and published by . This book was released on 2003-06-01 with total page 95 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this research is to examine and supplement the information the Navy uses to design policies geared to retain fixed wing aviators past their initial commitment. Currently, the ARGUS Career Milestone and Tracking System web-based survey is an important tool used by the Navy to study retention. However, this database does not disaggregate fixed wing aviators based on the platforms flown. Some factors that affect retention may be unique to the individual sub-communities. The goal of this paper is to first examine whether factors for retention differ within the aviation community as a whole. The second objective is to determine whether there are retention factors not taken into account by the ARGUS database. The more detailed information generated in this study can help the Navy design more effective polices for retaining junior officer fixed wing naval aviators.

Download or read book Job Satisfaction Among United States Navy and Marine Corps Aviation Officers A Study of the Impact on Career Retention written by Daniel J. Sullivan and published by . This book was released on 1998-09-01 with total page 126 pages. Available in PDF, EPUB and Kindle. Book excerpt: 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.

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.

Download or read book Navy Study Group s Report on Progress of Women in the Navy written by and published by . This book was released on 1987 with total page 276 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Navy s Pilot Shortage a Selective Bonus and Other Actions Could Improve Retention written by United States. General Accounting Office and published by . This book was released on 1980 with total page 12 pages. Available in PDF, EPUB and Kindle. Book excerpt: While all the services have some pilot shortages, only the Navy has a severe shortage of pilots. As of September 1979, there were 24 percent fewer pilots in the Navy than it needed. GAO reviewed the Aviation Career Incentive Pay (ACIP) program which covers all military officers with flight duties. The objectives of this program include creating an equitable system of flight pay, attracting enough candidates for undergraduate pilot training, and inducing these pilots to make the service a career. Proposed changes to the ACIP have been made to help retain pilots. The changes include a 50 percent increase in flight duty pay for officers and enlisted personnel and added authority to give bonuses. Other factors influencing pilots' decisions to remain in or leave the military service were of concern. The causes of Navy pilot attrition and management actions that could counteract this trend were studied. While an increase in flight duty pay would have some effect on retention of pilots, it would go to many whose retention is not a serious problem. On the basis of the services' experiences, a targeted bonus would be more effective on the retention rates in critical shortage occupations, such as pilots. This bonus could be used by the Navy now and by the other services whenever shortages warrant it. Increasing flight duty pay across the board to recognize inflation misapplies the comparability pay principle to incentive pay. The Navy has experienced greater than normal attrition in pilots. For the last 5 years it has been unable to meet its planned training rates, and during the 1975 through 1978 period, it separated pilots who wanted to stay on duty and could have been retained to ease the shortage. Action being taken to curb the current pilot shortage includes recalling pilots previously released, placing higher priority on filling instructor pilot positions to overcome training shortfalls, and stopping involuntary pilot separations. Factors contributing to pilot loss included a dramatic increase in airline hiring. Those who were leaving the Navy indicated dissatisfaction with other aspects of naval aviation. The career disincentives cited were: separation from family, decreased flight time, overall career dissatisfaction, inadequate career counseling, unattractiveness of shipboard duty, not enough chances for further specialization, decreased chances for advanced education, inflexible assignment and promotion policies, and benefit and retirement uncertainties.

Download or read book An Analysis of Institutional and Non Institutional Factors Affecting Naval Aviator Retention written by Kevin H. Rasch and published by . This book was released on 1998-03-01 with total page 93 pages. Available in PDF, EPUB and Kindle. Book excerpt: The objective of this thesis is to quantitatively examine the effect of several institutional and non-institutional factors that have traditionally impacted Naval aviator retention. It uses a unique database that includes summarized continuation rate information for pilots from each subcommunity by year group and commissioning source. The effects of varying unemployment rates, air transportation industry hiring rates, aviation continuation pay (ACP) opportunities and changing minimum service requirement (MSR) policies are measured statistically to determine their relative significance in impacting aviator continuation rates. The study analyzed the continuation rate behavior between 1990 and 1996 for aviators in year groups 1984 through 1989. Results from the statistical analysis indicate that institutional factors such as changing MSR policies and ACP availability have a greater impact than non- institutional factors such as unemployment rates and air transportation industry hiring rates. Specifically, recent changes in MSR policies have been successful in increasing continuation rates while ACP has not been successful in increasing retention.

Download or read book Report of the Secretary of the Navy s Task Force on Navy Marine Corps Personnel Retention written by United States. Navy Department and published by . This book was released on 1966 with total page 808 pages. Available in PDF, EPUB and Kindle. Book excerpt: In 1964 the Secretary of the Navy established a Policy Board and supporting Task Force to attack the problem of Navy/Marine Corps personnel retention. The report is the result of that action, and contains a number of recommendations designed to improve the retention of high quality officer and enlisted personnel. The report cover promotion, attitudes, procedures, skills, manpower characteristics, definitions, and statistical data and analyses. Rear Admiral John M. Alford served as Task Force Director, Navy Personnel Retention Policy Board

Download or read book Predicting Success in Naval Flight Officer Training written by Floyd E. Peterson and published by . This book was released on 1967 with total page 20 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study was to develop a system for the prediction of success or failure in the Naval Flight Officer (NFO) program for use during Basic NFO training. Two initial selection tests (an academic ability test and a mechanical comprehension test) plus two academic performance measures resulted in a multiple correlation coefficient of .45 with a dichotomous criterion of pass/attrite. Decision making regarding the retention of marginal students could be improved by use of the prediction formula generated in this study.

Download or read book The Decision to Allow Military Women Into Combat Positions written by Naval Postgraduate Naval Postgraduate School and published by Createspace Independent Publishing Platform. This book was released on 2016-04-07 with total page 114 pages. Available in PDF, EPUB and Kindle. Book excerpt: Until 1991, combat aviation exclusion laws barred women in the Navy, Marine Corps, and Air Force from being assigned to aviation squadrons that flew or trained for combat missions. The Congressional decision to rescind such laws and, subsequently, the laws banning women from combat ships in the Navy was of great significance in the history of the United States military and the nation as a whole. Studying the Congressional proceedings that allowed military women to assume such roles leads to a more in-depth understanding of how difficult or sensitive decisions have been made in the past and will likely be made in the future. The focus of this book is two-fold. First, the book reviews the history of women in combat and the major issues involved. Second, through research and interviews with key individuals, it examines the Congressional decision and resulting actions. Interviews with a former member of Congress, legislative aides, high-ranking Navy and Army leaders, Department of Defense officials, and women's rights activists revealed certain consistencies in perceptions concerning the circumstances and events that led to removal of the laws excluding military women from combat. Interviewees generally agreed that exclusionary laws were lifted in 1991 due to political and societal influences, the experiences of women in Operations Desert Shield and Desert Storm, successful lobbying by activists, and legislative procedure. Recommendations are offered for future research.

Download or read book An Assessment of U S Navy Junior Officer Retention from 1998 2000 written by and published by . This book was released on 2002 with total page 42 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study was to determine the primary causes of U.S. Navy retention problems with its junior officers from 1998 to 2000. An analysis of data on operational tempo and retention was conducted which revealed no direct correlation between increased optempo and decreased retention. The study focuses on the four sea-going officer communities, Surface Warfare Officers, Aviators, Naval Flight Officers, and Submariners. After the demise of the Soviet Union and the end of the Cold War, the Department of Defense began a downsizing effort across all services. From 1990 to 1997, the Navy's officer corps shrank from 77,000 to 53,000 officers as a result of Department of Defense downsizing mandates At the time, Navy leaders were not concerned with retention because they had to meet their new end strength goals, but in 1997, officer manning dropped to dangerous levels, The Navy realized that it had a serious retention problem; Too many junior officers were getting out, Navy leaders had to do something to stem the exodus, or the Navy would be in serious jeopardy of not being able to man its ships, aircraft, and submarines at the mid-grade officer, department head level. Without these officers to fill the critical sea-going billets, the Navy could find that it may not be able to fulfill its commitments around the world. If increased optempo was not causing the Navy's junior officers to get out, what was behind their decisions to leave? In the course of research, several surveys and interviews were uncovered which revealed a significant number of reasons that officer retention suffered in the Navy. From a comparison of these surveys and interviews, the five most common reasons junior officers stated for leaving the Navy was determined. Further study revealed that the Navy is aware of these reasons and is actively responding to keep positively address them to retain its junior officers.

Download or read book Development of a Forecasting Model of Naval Aviator Retention Rates written by Matthew F. Coughlin and published by . This book was released on 1996-03-01 with total page 71 pages. Available in PDF, EPUB and Kindle. Book excerpt: The objective of this thesis is to develop an estimating model to predict the effects of various internal and external variables on Naval aviator retention rates. The estimating model will be useful to aviation program managers to develop a spreadsheet tool for predicting retention rates for Naval aviators. Past analyses have focused mainly on analyzing micro-level data. This thesis uses grouped retention rates for all Naval aviators for fiscal years 1977 through 1993 to determine factors associated with the retention decisions made by specific cohorts. The analysis quantifies the relationships between retention and various internal, external and time-related factors. Among the internal factors are various downsizing policies such as the Voluntary Separation Incentive/ Selective Separation Bonus (VSI/SSB) program and rightsizing tools such as the Aviation Continuation Pay (ACP) program. External factors examined include both civilian unemployment rates and major airline hiring rates. Additionally, time since minimum service requirement (MSR) was included in the models to control for the effects on aviator continuation rates of the expiration of the MSR during the 6-11 year mark of an aviator's career. Models were specified for each of the naval aviation communities including jet, propeller, and helicopter, and estimated using a grouped LOGlT estimation technique. The study finds that civilian unemployment rates, VSI/SSB, ACP and airline hiring rates have significant effects on retention in the various aviation communities.

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 Effects of Military Family Conflict on Female Naval Officer Retention written by Cody S. Sinclair and published by . This book was released on 2004-06 with total page 77 pages. Available in PDF, EPUB and Kindle. Book excerpt: A significant relationship exists between work/non-work factors and retention plans among enlisted military personnel (Wilcove, Schwerin, & Wolosin, 2003; Hindelang, Schwerin, & Farmer 2004). An examination of quality of life (QOL) survey data found that married enlisted Sailors with children who were satisfied with non-work factors (i.e., personal development, shipboard life, standard of living/income, relationship with children, marital relationship, health) were more likely to display reenlistment intentions whereas satisfaction with work factors (i.e., professional development, shipboard life, overall QOL) was related to reenlistment intentions only indirectly through its positive effect on organizational commitment (Wilcove, Schwerin, & Wolosin, 2003). Female officers are often overlooked in military QOL research, however they face the same, if not more difficult work/family conflicts than their civilian counterparts or their male military compatriots. Data from the 2002 Navy Quality of Life Survey were used to examine life domains where work/family conflict has the greatest impact on retention. Hierarchical regression was used to identify life domains (e.g., family factors, job experiences, job satisfaction, and commitment) that are key drivers of retention intent among female Naval officers. By identifying areas that are strongly related to female officer retention intentions, policymakers can explore developing strategies to support female officers, such as family support programs, mentoring programs, or professional support networks.

Download or read book Career related Values of Designated Naval Aviators and Naval Flight Officers written by David W. Robertson and published by . This book was released on 1966 with total page 350 pages. Available in PDF, EPUB and Kindle. Book excerpt: A survey of naval aviators and flight officers in Naval Air Force Pacific Fleet ships and squadrons was conducted to investigate the influence of various job values and possible policy changes on career motivation. The two populations studied were: Those officers with at least 18 months since designation or 3 years active duty since commissioned; and those officers previously within this experience range who had been released to civilian life within the past 6-18 months. In addition to the general, Navy-wide dissatisfaction with family separation and long working hours, the most critical influences on retention of this particular aviation community were found to be: the enormous attraction of an airline pilot career, Type squadron assigned, Preference for a 'strictly Pilot/Flight Officer' career (as contrasted with the conventional unrestricted line officer career), Command opportunity for the Naval Flight Officer, and effective officer career counseling. The least critical influences on retention were found to be: methods of awarding medals, and personal risk as it pertains to combat or aircraft carrier operations. The most favorable responses were to the following possible career-incentive policy changes: choice of type squadron, maximum of 6 months away from home port, cash bonuses for additional years of active duty, and personnel interviews prior to issuing change of duty orders. The least favorable responses were to: accelerated promotion to LCDR, cash bonuses while flying from aircraft carriers, and family assistance centers. (Author).