Research for Productivity

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July 1, 1984
The rate of productivity growth in the U.S. economy and the extent and effects of government regulation have been matters of great concern in recent years. This study is an empirical investigation of the effect of regulation on productivity in the auto and steel industries during the period 1958-1980. The first step in the study was to develop numerical measures of regulations. These measures were then employed in two empirical models. In the single-equation model, the level or rate of growth of productivity was estimated as a function of output, technology, regulation, and other variables. In the multiequation model, cost and input cost shares were jointly estimated as a function of input prices, output, technology, and regulation. The estimate effect of regulation on productivity varied, depending on the model and the measure of regulation used. For example, the multiequation model indicated a positive effect of regulation on productivity in the steel industry. For the auto industry, however, it indicated that regulation generally had the expected negative effect on productivity. Over the period 1973-1980, regulation was estimated to have lowered the annual rate of productivity growth in the auto industry by 0.55 to 2.00 percentage points, depending on the measures of output and regulation. For Additional Information See 02 052702 00.
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May 1, 1984
The the feasibility of validating ASVAB enlistment standards against job performance is evaluated. Hands-on and written proficiency tests were developed for three Marine Corps skills--Ground Radio Repair, Automotive Mechanic, and Infantry Rifleman--for use as measures of job performance. In addition, grades in skill training courses were also evaluated as possible measures of job performance. The ASVAB was shown to be a valid predictor of job performance. All three measures--hands-on tests, written tests, and training grades--were generally consistent measures of performance. A preliminary set of ASVAB qualification standards for assigning recruits to these three skills was computed using the hands-on and written tests as the criterion measure. The ASVAB standards derived from this analysis are similiar to the standards based on the traditional criterion measure of training-course grades. We conclude that validating ASVAB enlistment standards against job performance appears to be feasible. Although job performance tests can be used for this purpose, they are costly to develop and administer. Training grades, which are routinely available, may serve as a satisfactory and economical proxy for them in many skills.
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April 1, 1984
This paper analyzes an unusual and largely unresearched data set, Rand Corporation's Enlisted Utilization Survey.
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April 1, 1984
This study performs a cost-benefit analysis of the Job-Oriented Basic Skills (JOBS) remedial training program. The baseline case against which it is compared is the normal progression of 'A'-school-qualified recruits into the fleet. Three measures of cost effectiveness are employed; in each case the two programs achieve similar results for a similar cost. It is recommended that the JOBS program be continued as a contingency in the event that certain ratings experience shortfalls of high-quality personnel in the future.
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March 1, 1984
Previous studies have examined the factors that influence first-term retention. This analysis expands on prior work to investigate the impact of these factors on retention and the quality of personnel retained. We find that the aggregate pay elasticity is approximately 2 (which is similar to that found in earlier analyses), but that this result masks substantial differences in the pay responsiveness of different personnel. Upper mental group personnel displayed a pay elasticity in excess of 3, whereas personnel in the lower groups had an elasticity of approximately 1. Thus, pay increases improve the quality of the career force as well as increasing the number of personnel retained. Conversely, if Navy pay lags behind civilian earnings, the decline in retention is compounded by a decrease in quality. Upper mental group personnel seemed to be more sensitive to changes in the civilian unemployment rate as well. There is a significant relationship between advancement and retention. The effect is stronger than that expected from the related pay increase. It seems to indicate that advancement can be an effective and selective retention tool.
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October 1, 1983
Examines the impact of changing social, economic, and demographic factors on the manpower market, evaluates the cost effectiveness of compensation policies for meeting requirements; suggests ways to measure personnel productivity; and develops policy options for balancing enlisted manpower requirements and resources.
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October 1, 1983
This paper examines the relationship between experience and skill, and assesses its implications for Navy manpower policy.
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May 1, 1983
This paper uses a rating-specific model that incorporates both cost and productivity data to find the most efficient balance of accession and retention.
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January 1, 1983
This paper examines the effects of veteran status on civilian earnings and personnel hiring rates.
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October 1, 1982
This paper determines whether manpower requirements can be developed that will lead to increases in the Navy's level of readiness.
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