Research for Surveys

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U.S. Marine Corps Enlistment Bonus Program
March 1, 1984
This study is an analysis of the United States Marine Corps Enlistment Bonus Program (EBP). The study's main objectives were to determine the effect of the EBP on enlistment supply and report measures of cost effectiveness, and determine the effect of the EBP on recruit quality, affirmative action, and early separation from the Marine Corps. Based on our analyses we believe the EBP should be continued. Also, we believe numerical quotas for the bonus program should be set high enough so that all funds allocated for bonuses are used.
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The All-Volunteer Force: A Positive Perspective
February 1, 1983
This paper addresses concerns about manning the active force with volunteers. These concerns include supply, quality and cost of manpower.
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Relating Attitudes Toward Navy Life to Reenlistment Decisions
March 1, 1982
Attitudes toward both compensation and non-monetary attributes of military life were used to predict reenlistment decision for a variety of Navy ratings. Both quantifiable job characteristics (such as medical and recreation services, liberty time, and housing availability) and intangible characteristics (such as job challenge, guidance, and autonomy) were included in the analyses. The identification of sources of discontent that adversely affect reenlistment probability provides potential alternatives to compensation for personnel management.
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Navy Quality of Life and Reenlistment
March 1, 1982
QOL is a broad term used to describe the non-monetary aspects of military living and working conditions. Examines the extent to which the QOL affects reenlistment decisions.
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EVALUATION OF NAVAL OFFICER PERFORMANCE
February 1, 1981
This paper designs and validates a performance evaluation instrument that discriminates between different levels of Naval officer performance along task and people oriented behavioral dimensions.
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PARTIAL UNEMPLOYMENT INSURANCE BENEFITS AND THE EXTENT OF PARTIAL UNEMPLOYMENT
February 1, 1981
This brief paper reinforces an hypothesis that workers respond to incentives provided by partial unemployment insurance and suggests that these incentive effects are widespread.
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FACTORS THAT AFFECT THE CAREER DECISION OF MARINE CORPS PILOTS AND FLIGHT OFFICERS, VOLUME I, MAIN TEXT AND APPENDIXES A AND B
December 1, 1979
Over the past several years, the Marine Corps has experienced an increasingly high rate of attrition among its pilots and flight officers. Based on a survey of all active duty and some recently separated pilots and flight officers, this study identifies the issues and attitudes that motivate the career decision. Recommendations are made for reducing attrition.
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THE CAPITAL STRUCTURE SUPPORTING ATMOSPHERIC RESEARCH
December 1, 1978
A base of inventory and utilization data for computers, aircraft, and radars was developed through a survey and the future availability of the capital services from these assets was projected. In addition to the services from federally-operated assets, the projections include those from other sources such as universities and contractor-operated laboratories. The utilization data include both actual and potential full use of each asset, and these data are used to address the extent of possible underutilization of the assets. The projected services are compared with the reported requirements of agency-approved atmospheric research programs to provide an initial estimate of the adequacy of the planned capital inventory.
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CAREER PLANNING, LESSONS LEARNED FROM MARINES WITH A BREAK IN SERVICE
October 1, 1977
This analysis is based on questionnaire responses of young Marines who served one enlistment, left the Marine Corps, and then reenlisted. These Marines who experienced a break in service offer a timely and objective view of civilian life which can be useful in counseling Marines eligible for reenlistment for the first time. This report allows the career planner to present his client experience-based data from junior Marines to complement other factual reenlistment information on benefits, options, and Marine Corps policy. The young Marine not inclined to accept reenlistment advice from a career Marine (career planner or commander) may accept the reported experience of his peer who recently tried civilian life and found the Marine Corps more desirable.
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