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Author: Gerald Duane McCright
Publisher:
ISBN:
Category : Manpower planning
Languages : en
Pages : 414
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Book Description
Author: Gerald Duane McCright
Publisher:
ISBN:
Category : Manpower planning
Languages : en
Pages : 414
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Book Description
Author: Peter D. Lommen
Publisher:
ISBN: 9781423552949
Category : Employee retention
Languages : en
Pages : 64
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Book Description
The purpose of this study is to investigate the effects of certain national economic indicators on enlisted aircraft maintenance personnel retention rates. To fulfill this purpose, this study builds a linear regression equation that can predict the retention rate using the civilian unemployment rate and the index of 11 leading economic indicators as the independent variables. Journal literature and economic texts were reviewed to identify the indicators as good predictors for changes in employee turnover. The method of linear regression was used to build the model needed to predict the changes in the retention rate. The equation developed with this technique in the present research may help the Air Force Personnel Center predict future enlisted retention rate changes. AFPC's task of keeping a steady force has a central need of knowing the number of personnel that will be staying and leaving the force. The results of this study show a strong relationship between the future retention rate of the enlisted aircraft maintenance force and the unemployment rate and the index of 11 leading indicators.
Author: J. T. Dunn
Publisher:
ISBN:
Category :
Languages : en
Pages : 88
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Book Description
Although military retention in 1983 is not a problem, there is cause for concern in the near future. A turnover model was tested using a sample of 582 United States Air Force members. A number of variables have been shown to be related to the turnover phenomenon. Intent to quit, a surrogate measure of actual turnover, was used as the criterion measure. Personal factors and task characteristics were used as predictors of turnover. Job satisfaction, organizational commitment, and job involvement, the affective variables, were hypothesized as mediating between the predictors and intent to quit. A series of regression analyses were performed to determine which measures were most predictive of intent to quit. In concert with previous research, organizational commitment, job satisfaction, and organizational level were the best predictors of intent to quit. Task characteristics were seen as predictive of job satisfaction, organizational commitment, and job involvement. The personal factors, with the exception of organizational level, were poor predictors of either the affective variables or intent to quit.
Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 416
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Book Description
Author: Arthur De Vany
Publisher:
ISBN:
Category :
Languages : en
Pages : 2
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Book Description
The objective of this research is to develop and test a general model of the Air Force manpower market. Previous studies of manpower supply have had mixed results, some even indicating that enlistments are negatively related to the Air Force wage. This study indicates that previous work failed to account for the simultaneous determination of enlistments and retentions and so has misinterpreted their regressions as supply equations when they are, in reality, reduced from equations resulting from the joint interaction of Air Force demand and enlistment supply activity. A stochastic process model is used to represent the Air Force manpower market. The variables which determine the levels of the steady state manpower inventory, personnel turnover and new enlistment flows are the mandated force level requirement, Air Force and civilian wages, the unemployment rate and the perceived civilian returns to Air Force provided training. Because both the enlistment rate as well as the planned duration of service are treated in the model it is possible to trace the impact of changes in the determining variables upon retention and enlistments. The empirical work rejects the standard regression 'supply' approach and supports the simultaneous demand and supply approach developed in the study.
Author: Joseph W. Putt
Publisher:
ISBN:
Category :
Languages : en
Pages : 157
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Book Description
A current problem facing Air Force managers is the retention of qualified enlisted aircraft maintenance personnel. Little research has been directed toward developing a conceptual framework of voluntary turnover of Air Force personnel. The present research developed a conceptual model of turnover based on a synthesis of theoretical frameworks proposed in the sociological and industrial psychological literature. The model was then tested using existing data extracted from the 1977 Air Force Quality of Life survey. The study focused on male enlisted aircraft maintenance personnel from the 32XXX, 42XXX, and 43XXX career fields with two to nine years of service. The basic conceptual structure of the model was confirmed with one modification, which was incorporated in a revised conceptual model. The function of intraorganizational communication was found to be significantly different from the originally hypothesized relationship. In addition, perceived opportunity for civilian employment was confirmed as a significant intervening variable between satisfaction and expressed career intent. Recommendations are made for the development of a new survey instrument with which to further develop the model as an aid in personnel policy decisions. (Author).
Author: Albert A. Robbert
Publisher:
ISBN: 9781977408600
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
Over the past ten years, maintenance career fields in the U.S. Air Force have been negatively affected by a series of events that have resulted in an experience shortage. Although there has been an improvement in Total Force manning since 2015, several skill levels are still experiencing shortages. To bridge the experience shortfall, the U.S. Government Accountability Office called for an Air Force retention strategy tailored to retain experienced maintainers. The RAND Corporation was asked to explore whether individual characteristics, economic and geographic factors, and the new Blended Retirement System (BRS) could provide additional insights into what predicts retention of this workforce. This report focuses primarily on aircraft maintenance career fields, with some attention to munitions and logistics career fields as resources permitted. The authors undertake two analytic approaches to examine the underlying determinants of retention. First, they use logistic regression to determine how strongly a variety of individual and environmental characteristics are associated with decisions to reenlist, extend an enlistment, or separate from the Air Force; second, they use RAND's Dynamic Retention Model to estimate how the new BRS will affect maintenance, munitions, and logistics career fields when those in the new system reach retention decision points. The authors find that changes in individual characteristics and environmental variables have improved retention in the maintenance, munitions, and logistics career fields. Although much of what influences retention is beyond the Air Force's control, the authors offer a number of recommendations and identify areas of emphasis that could be exploited.
Author: Dan W. Smith
Publisher:
ISBN: 9781423503248
Category :
Languages : en
Pages : 172
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Book Description
Retention of valuable information systems (IS) personnel has become increasingly more difficult over the past decade, even during the current economic downturn (ITAA, 2002). The United States Air Force (AF) also suffers from declining retention of its enlisted IS workforce. This research studies the job satisfaction-to-turnover intention relationship of AF IS workers through extensions to the Mobley et al, (1979) turnover model by assessing the effects of work exhaustion (Moore, 2000), interrole conflict (Hom & Kinicki, 2001), and perceived cohesion (Bollen & Hoyle, 1990) to determine if those with high work exhaustion, high interrole conflict, and low perceived cohesion report lower satisfaction and higher turnover intention than those with low work exhaustion, low interrole conflict, and high perceived cohesion, Current archival data from a portion of the AF IS workforce (AFSCs 3C0X1, 3C0X2, and 3C2X1; N= 10,535) was obtained from the AF Occupational Measurement Squadron that resulted in 2,510 usable responses, Partial support was found through contingency table analysis showing that job satisfaction is positively influenced by lower levels of work exhaustions and interrole conflict, and higher levels of perceived cohesion. Further research should be conducted to refine the posited turnover model for possible use throughout the AF, and should explore other contributing factors that adversely affect the job satisfaction-to-turnover intention relationship,
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 92
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Book Description
This study analyzes the retention rates and demographics of Air Force Institute of Technology (AFIT) graduates. The sample includes 5,071 Air Force officers graduating between 1973 and 1987. Actual retention rates of AFIT graduates are compared to retention rates of mission support officers provided by the Air Force Military Personnel Center. A proportional hazards regression analysis is performed to study the relationship between specific factors and a graduate's length of service after graduating from AFIT. The results of this analysis show that graduates of the School of Engineering (EN) are nearly two years younger, on average, than their counterparts in the School of Systems and Logistics (LS), and remain in the service an average of two years less than LS graduates. Comparisons of the actual and expected retention rates of AFIT graduates show that the retention rate of AFIT graduates is significantly higher than the USAF at large. The results of the proportional hazards regression analysis show that GPA, age at graduation, and in some cases, sex and aeronautical rating are significant factors influencing retention. Retention, Turnover, Air Force officers, Proportional hazards regression.
Author: Thomas W. Watson
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 5
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Book Description
Recent research under the auspices of the Air Force Human Resources Laboratory (AFHRL) has identified factors influencing turnover intent and behavior of first- and second-term enlisted personnel in eight occupational specialties. Implications for Air Force policy of the results obtained are the topic of this paper. The results are striking and have clear policy implications. Relatively few factors consistently accounted for up to 68% of the variance in turnover and related outcomes, an accomplishment unparalleled in the literature. Results generalized across occupations, and were stable upon cross-validation. All but one of the factors identified are under management control. Thus, they lend themselves to remedial action. Each factor is discussed from the perspective of what actions management might take to induce valued airmen to remain in the Air Force. As a general rule, enhancing commitment appears to be more critical than increasing compensation as a managerial intervention strategy. Keywords: Assignments; Benefits; Bonuses; Civilian alternatives; Commitment; Family influences; Management; Organizational change; Personnel turnover; Policy implications; Retention; Satisfaction; Thoughts of leaving; Turnover intent; Turnover model.
