Career Satisfaction as a Factor Influencing Retention
SYSTEM DEVELOPMENT CORP SANTA MONICA CA
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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, recruiterretention, career counseling, information, and treatment of others were generated and tested using reenlistment behavior as the criterion. Job, vital statistics and economics, self-worthesteem and recognition, and recruiterretention sapsuckers, total score, and the strength of feeling measure yielded statistically significant differences between Stay and Leave group means for the cross validated sample.
- Personnel Management and Labor Relations