Do Engineers Make Better Naval Officers?

Bowman, William R.

doi:10.1177/0095327x9001600206

Cited by 6 publications

(8 citation statements)

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“…Contrary to the findings regarding marital and dependency status above, Bowman (1990) found that marital status actually had a negative effect on nuclear officer retention.…”

Section: B Relevant Past Studiescontrasting

confidence: 99%

A Statistical Analysis of the Impact of Marital Status on Nuclear Submarine Officer Retention

Phelps¹

2001

PsycEXTRA Dataset

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Approved for public release; distribution is unlimited. 204 REPORT DOCUMENTATION PAGE Form Approved OMB No. 0704-0188Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188) Washington DC 20503. AGENCY USE ONLY (Leave blank)2. REPORT DATE June 2001 REPORT TYPE AND DATES COVEREDMaster's Thesis 4. TITLE AND SUBTITLE : A Statistical Analysis of the Impact of Marital Status on Nuclear Submarine Officer Retention AUTHOR(S)Phelps, Matthew F. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)Naval Postgraduate School Monterey, CA 93943-5000 SPONSORING / MONITORING AGENCY NAME(S) AND ADDRESS(ES)N/A FUNDING NUMBERS PERFORMING ORGANIZATION REPORT NUMBER SPONSORING/ MONITORING AGENCY REPORT NUMBER SUPPLEMENTARY NOTESThe views expressed in this thesis are those of the author and do not reflect the official policy or position of the Department of Defense or the U.S. Government. 12a. DISTRD3UTION/AVAILABILITY STATEMENTApproved for public release; distribution is unlimited. 12b. DISTRIBUTION CODE ABSTRACT (maximum 200 words)This thesis develops multivariate logit models to estimate the impact of marital status and the independent effect of dependent children on nuclear submarine officer retention beyond the minimum service requirement (MSR). Using data from the Navy History Promotion File, the Naval Officer Fitness Report Summary File and the Officer Loss File, logit models are specified to analyze the probability of nuclear submarine officer retention beyond the MSR. The probabilities are modeled as functions of marital and dependency status, commissioning source, undergraduate major, age and early performance evaluations. The findings reveal that being married with dependent children at the 0-3 promotion board, being older at commissioning, being commissioned via an enlisted commissioning program and being recommended for accelerated promotion at least once as an 0-2 are all positive indicators of submarine officer retention beyond the MSR Being commissioned via the Reserve Officer's Training Corps (ROTC) and the Officer Candidate School (OCS) are negatively associated with submarine officer retention. Based upon the research results, recommendations are made to conduct further research to determine retention elasticities of submarine officers based on dependency status to determine the most cost-effective means of improving junior officer retention. ] SUBJECT TERMS

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“…Contrary to the findings regarding marital and dependency status above, Bowman (1990) found that marital status actually had a negative effect on nuclear officer retention.…”

Section: B Relevant Past Studiescontrasting

confidence: 99%

A Statistical Analysis of the Impact of Marital Status on Nuclear Submarine Officer Retention

Phelps¹

2001

PsycEXTRA Dataset

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“…The findings also support prior research that has found a positive relationship between academic achievement and earnings: those with better grades receive higher job performance ratings throughout their careers and are more likely to be promoted. Finally, the study finds little support for the hypothesis that a technical degree is necessary for success in this organization, despite the organization's stress on hiring those with technical majors (see Bowman 1990). …”

Section: Resultsmentioning

confidence: 82%

College Quality and Employee Job Performance: Evidence from Naval Officers

Mehay

Bowman

2002

Industrial and Labor Relations Review

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“…Studies of officer promotion (not nurse-specific) have shown a similar pattern, with accession source consistently identified as a significant influence on promotion [30][31][32].…”

Section: Discussionmentioning

confidence: 90%

Navy Nurse Corps manpower management model

Kinstler

Johnson²,

Richter³

et al. 2008

Journal of Health Organization and Management

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Purpose -The Navy Nurse Corps is part of a team of professionals that provides high quality, economical health care to approximately 700,000 active duty Navy and Marine Corps members, as well as 2.6 million retired and family members. Navy Nurse Corps manpower management efficiency is critical to providing this care. This paper aims to focus on manpower planning in the Navy Nurse Corps. Design/methodology/approach -The Nurse Corps manages personnel primarily through the recruitment process, drawing on multiple hiring sources. Promotion rates at the lowest two ranks are mandated, but not at the higher ranks. Retention rates vary across pay grades. Using these promotion and attrition rates, a Markov model was constructed to model the personnel flow of junior nurse corps officers. Findings -Hiring sources were shown to have a statistically significant effect on promotion and retention rates. However, these effects were not found to be practically significant in the Markov model. Only small improvements in rank imbalances are possible given current recruiting guidelines. Allowing greater flexibility in recruiting practices, fewer recruits would generate a 25 percent reduction in rank imbalances, but result in understaffing. Recruiting different ranks at entry would generate a 65 percent reduction in rank imbalances without understaffing issues. Practical implications -Policies adjusting promotion and retention rates are more powerful in controlling personnel flows than adjusting hiring sources. These policies are the only means for addressing the fundamental sources of rank imbalances in the Navy Nurse Corps arising from current manpower guidelines. Originality/value -The paper shows that modeling to improve manpower management may enable the Navy Nurse Corps to more efficiently fulfill its mandate for high-quality healthcare.

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Do Engineers Make Better Naval Officers?

Cited by 6 publications

References 0 publications

A Statistical Analysis of the Impact of Marital Status on Nuclear Submarine Officer Retention

A Statistical Analysis of the Impact of Marital Status on Nuclear Submarine Officer Retention

College Quality and Employee Job Performance: Evidence from Naval Officers

Navy Nurse Corps manpower management model

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