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 of young Naval officers ending their period of obligated military service in each of three successive years were collected. The cumulative total of 3,628 officers in the sample was studied to: (1) Determine if there were significant differences in organizational climate perceptions and job performance between officers who stayed in the Navy and those who left; (2) Develop prediction models to discriminate between stayers and leavers; and, (3) Test the prediction capability of the models on the same groups a year later and test the models on a new group a year after model development. Study results demonstrate: (1) that there is a difference between stayers and leavers in perception of unit organizational climate and in job performance and that these differences may be predictive of staying or leaving; (2) that predictive models developed on Minimum Service Requirement (MSR) group deteriorate in performance when applied to data from the same group in a succeeding year or when applied to different MSR groups; (3) that it is impossible to conclude, on the basis of a one year comparison, the extent and degree of model performance; and (4) that the longitudinal tracking of young Naval officers is feasible and within the existing reporting capability of Bupers.
Document Details
- Document Type
- Technical Report
- Publication Date
- Aug 01, 1976
- Accession Number
- ADA030895
Entities
People
- John H. Proctor
- Will E. Lassiter