An Investigation of the Process by Which Air Force Enlisted Personnel View and Evaluate Their Perceived Availability of Job Alternatives.
Abstract
Retention of USAF personnel continues to be a significant problem. Funds and time that have been expended on those service members who leave prior to retirement will probably never be recovered by the government. This thesis sought to determine how individuals perceive and evaluate their alternative job options. Twenty AF enlisted occupational career areas with extremely high and extremely low attrition rates were selected as representative of enlisted career fields. Data collection was accomplished through the administration of an AF-wide survey during the spring of 1984. Results indicated that the propoosed model was modestly supported. Contrary to the second hypothesis, the variables used in the regression equation predicted intent to remain better than the intent to search. Finally, the use of multiple variables was found to enhance the measurement of perceived alternatives as a predictor of the intent to search and the intent to remain. The two significant predictor variables for the intent to search and the intent to remain were: (1) ease of movement, and (2) sense of accomplishment. The significant predictor variable for the intent to search was existing offers. Recommends for further research and use of these results are discussed.
Document Details
- Document Type
- Technical Report
- Publication Date
- Sep 01, 1984
- Accession Number
- ADA147562
Entities
People
- L. A. Flores
Organizations
- Air Force Institute of Technology