Naval Officer Retention in an All Volunteer Force Environment: Job Proficiency and Organizational Climate.
Abstract
Measures of perceived unit organizational climate and ratings of job proficiency on a selected sample (N=1,801) of young Naval officers ending their period of obligated military service were studied to develop a prediction model which would maximize the probability that an individual declared a 'stayer' by the model is a true stayer, while maintaining a reasonable error rate in being correct when declaring 'leavers.' A Discriminate Function Analysis model was found to improve over chance determination of stayers and leavers in two major sub-groupings comprising the total sample by 25 and 35 percent, respectively. These results suggest that applied retention research into why stayers stay offers a different avenue of inquiry as compared with after-the-fact studies of why leavers leave. Payoff of career motivation efforts within an organization could be measured and programs initiated to improve selective retention thereby changing the forecast of stayers and leavers.
Document Details
- Document Type
- Technical Report
- Publication Date
- Feb 01, 1975
- Accession Number
- ADA005491
Entities
People
- John H. Proctor
- Will E. Lassiter