Psychologist Retention Factors.
Final rept. Jun 76-Jan 78,
ACADEMY OF HEALTH SCIENCES (ARMY) FORT SAM HOUSTON TEX HEALTH CARE STUDIES DIV
Pagination or Media Count:
Active duty Army psychologists N 130 and psychologists who had left the Army since July 1974 N 69 were mailed survey instruments in December 1976. Of the active duty psychologists, 88 responded of the psychologists who left the Army, 70 returned the questionnaire. Responses to attitude statements were made from four sets perspectives NOW, SHORT TERM motivators, LONG TERM motivaotrs, and SATISFACTION. Separate analyses were conducted to determine to what extent issues affect individuals under each of the four sets. For each set, discriminant analyses were conducted to separate Active Duty and Left Service groups on demographic and attitude responses. The effectiveness of the discriminant analyses to distinguish Active Duty from Left Service groups predicted from 79.0 to 88.3 correctly. Discriminant items were input into regression analyses to predict critical items. The critical items were 1 When you become eligible for promotion, with what likelihood do you anticipate being promoted. 2 With what likelihood do you expect to extend beyond your current obligation. 3 With what likelihood do you expect to complete twenty years of military service and 4 With what likelihood do you anticipate retiring from military service. The effectiveness of the regression analyses using each of the four sets ranged from .359 to .805 R2 values, the variance accounted for. Active Duty psychologists are as satisfied as physicians with the Job Descriptive Index subscales of WORK, SUPERVISOR, and CO-WORKERS, and as dissatisfied with PAY as physicians.