A Model of United States Air Force Turnover.
AIR FORCE INST OF TECH WRIGHT-PATTERSON AFB OH SCHOOL OF SYSTEMS AND LOGISTICS
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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.
- Personnel Management and Labor Relations