Research for Reenlistment

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The Effects of Reenlistment Bonuses
December 1, 1978
During the period FY 1966-74, the variable reenlistment bonus (VRB) was the primary policy tool used by the Navy to increase retention in enlisted occupations (ratings). Placing the reenlistment decision in an occupational choice framework, this paper employs regression techniques to analyze the effect of reenlistment bonuses on first-term reenlistments, and moreover on lengths of recommitment and second-term reenlistments, two areas that had not been investigated previously. With ratings as the units of observation, data is analyzed for selected intervals up to FY 1973. The results contained in this paper are applied in the Manpower Compensation Study in determining the cost-effectiveness of using reenlistment bonuses to obtain additional careerists relative to first-termers. The techniques of analysis developed in this paper, as well as the general findings, are equally applicable to the selective reenlistment bonus (SRB).
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The use of Reenlistment Bonuses
April 1, 1976
Reenlistment bonuses are a powerful tool for effecting the retention behavior of enlisted personnel. The proper allocation of these bonuses across ratings was found to require information the Navy does not currently possess. A technique was developed for assisting in this allocation process when the ideal information is not available. Recommendations are made for altering or improving the criteria on which bonus allocations are based. The Navy's personnel data system and future research needs are also evaluated.
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MOTIVATIONAL FACTORS IN ACCESSION AND RETENTION BEHAVIOR
July 1, 1974
Motivational factors in accession and retention behavior of Navy men are identified in a reanalysis of 3 past surveys. Economic, psychological, and personal history variables are found to be of joint importance in predicting enlistment and reenlistment behavior. Better measurement of these kinds of variables should result in improved predictions and policy control mechanisms.
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An Exploratory Study of Job Satisfaction, Retention, and Performance of Navy Enlisted Men
June 1, 1974
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.
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AN ANALYSIS OF FIRST TERM REENLISTMENT INTENTIONS
November 1, 1972
Response to a survey questionnaire that included measures of psychological, economic, and demographic variables were related to the reenlistment intentions of over 3,000 first-term Navy enlisted men on sea duty. The major correlates of reenlistment intentions were related to satisfactions with various aspects of Navy life, motivations underlying enlistment decision, and desires for greater compensation.
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