No abstract

Research on individual, interpersonal and group behavior as they relate to organizational functioning and effectiveness, including studies of leadership, management, motivation and group processes, and factors which enhance individual and institutional competence and improve life quality. PERSONNEL MANAGEMENT SYSTEMS RESEARCH GROUP Robert W. Stephenson, PhD. DirectorDevelopment of taxonomic systems for classifying jobs, computer assisted counseling systems and personnel data bases, assignment and career progression systems, and evaluation of individual and unit training programs. HUMAN PERFORMANCE RESEARCH GROUP Jerrold M. Levine, PhD. DirectorResearch on stress, environmental factors, information and decision processes, human abilities and skill acquisition, and psychobiological mechanisms of behavior. Ilnr 1 assi.fi prl SECURITY CLASSIFICATION Of THIS PAGE (When Data Enttnd)REPORT DOCUMENTATION PAGE Unclassified SECURITY CLASSIFICATION OF THIS PAGE ( When Dato Entertdi Unclassified :uBiTv CLASSIFICATION OP THIS PAGE (When Data EntmS)20. strong interest first in "fate control" in one's work, improved retirement benefits, and educational leave. Manpower retention strategies will have to take all three needs into account.[Indassifiprl As part of the present report, we seek to examine the "more is better" assumption in the course of two experiments in which hypothetical single incentives and double incentive packages were presented to personnel in their first term of service in the Navy, who evaluated various incentives in terms of the impact that such changes would have upon their intention to reenlist. An added feature of these studies is that, in the second experiment, the means through which incentives were administered was varied. For some Navy enlisted personnel, the incentives were presented via a mail questionnaire sent directly to the enlisted man from the American Institutes for Research, while for other Navy enlisted personnel, the incentives were presented to the enlisted man by his Navy career counselor. ,and in our questionnaire survey of junior-college students (Korman, et al., 1973) we found continually that respondents ascribe high value to "fatecontrol" in one's vocational life, as well as to traditional tangible incentives such as money, the opportunity for advancement, and health and welfare benefits. Particularly notable in the latter study was the finding in a factor analysis of a preliminary set of experimental enlistment incentives that approximately 48% of the common variance was accounted for by a factor denoting desire for "fate-control" in one's vocational life. In addition, consistent with, our previous discussion, this last study also suggested the possibility that different incentives might hold different values for men from different socio-economic backgrounds. Hence, our analysis of experimental incentives needed to take these findings into consideration.Administrative procedures. As a result of these influences a total of 12 experimental incentives were developed. In Append...