Relationship Between Organizational Beliefs, Affective Dispositions and Navy Reenlistment Intention: Theoretical and Administrative Implications
AMERICAN INSTITUTES FOR RESEARCH WASHINGTON DC
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The research focused on the validation of specific aspects of a career motivation model derived in earlier work. It had been predicted that indicators of affective dispositions toward the Navy would be more highly related to reenlistment intention than would measures of organizational beliefs. In the course of a survey of randomly selected enlisted personnel n 537 in three critical ratings, this hypothesis was confirmed. Findings are presented in a series of probability networks linking key belief parameters to affective dispositions and reenlistment intention. On the basis of projections of the impact of hypothetical belief changes, three sets of beliefs were identified as having utility for enhancing levels of reenlistment intention. These are beliefs regarding 1 a mans opportunities to do the kind of work he is interested in, 2 fairness of Proficiency Pay and Variable Reenlistment Bonuses and 3 equity in extrinsic elements such as opportunity to change ratings. Recommendations are offered for administrative action and policy changes linked to each of these beliefs.
- Personnel Management and Labor Relations