Career Satisfaction as a Factor Influencing Retention

This research was directed toward determining the feasibility of developing a technique for measuring career satisfaction of Navy enlisted personnel. Attitudinal data and personnel records were used to predict actual reenlistment behavior of a sample of 898 enlisted personnel composed primarily of t...

Full description

Saved in:
Bibliographic Details
Main Authors: Grace, Gloria L, Holoter, Harold A, Soderquist, Michele I
Format: Report
Language:English
Subjects:
ANALYSIS OF VARIANCE
ATTITUDES(PSYCHOLOGY)
BIOGRAPHIES
CAREERS
DECISION MAKING
ENLISTED PERSONNEL
HYPOTHESES
JOB SATISFACTION
MOTIVATION
NAVAL PERSONNEL
Personnel Management and Labor Relations
PERSONNEL RETENTION
PREDICTIONS
Psychology
RECOGNITION
REENLISTMENT
STATISTICAL ANALYSIS
STATISTICAL DATA
VALIDATION
Online Access:Request full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:This research was directed toward determining the feasibility of developing a technique for measuring career satisfaction of Navy enlisted personnel. Attitudinal data and personnel records were used to predict actual reenlistment behavior of a sample of 898 enlisted personnel composed primarily of those in the first term of enlistment. Attitudinal data were obtained from responses to their career counseling surveys administered to 4455 enlisted personnel stationed in the San Diego, Norfolk, and Pearl Harbor areas. Personnel who reached the reenlistment decision time in their term of enlistment and for whom empirical evidence of decision was available constituted the analysis sample. Using the concept of core values to provide a theoretical framework, hypotheses concerning self-work and esteem, recognition, growth, expectancy, vital statistics, job, economics, family, training, recruiter/retention, career counseling, information, and treatment of others were generated and tested using reenlistment behavior as the criterion. Job, vital statistics and economics, self-worth/esteem and recognition, and recruiter/retention sapsuckers, total score, and the strength of feeling measure yielded statistically significant differences between Stay and Leave group means for the cross validated sample.