Research for Personnel Retention

A model is developed which can be used to estimate changes in labor turnover costs that will result from changes in a host of behavioral and other parameters; any voluntary re-enlistment rate (first term, second term); any involuntary loss rate (during the first year, second year); lengths of boot camp and 'A' school training; pupil-teacher ratios in boot camp and in 'A' schools; duration of on-the-job training, etc. Once various parameter values have been specified, calculations can be carried out in a matter of minutes on a hand calculator. An important limitation of the model is its 'steady-state' character.

The relationship of two aspects of job satisfaction are examined: satisfaction with the work itself (job content) and satisfaction of the job environment (job context) to retention behavior and measures of on-the-job performance of first-term Naval enlisted men. While both job content and job context factors are found to be important determiners of on-the-job performance, only the job context and compensation measures asserted a strong influence on reenlistment decision. The findings suggested that the Navy should concentrate on improving the aspects of naval life associated with the satisfaction of more basic needs - such as pay, image of the Navy, and ship-board living conditions - to retain enlisted men, particularly those in the 'hard' ratings in the electronics and electromechanical occupational groups.