Five Years of the All-Volunteer Force: 1973-1978

Janowitz, Morris; Moskos, Charles C.

doi:10.1177/0095327x7900500201

Cited by 31 publications

(30 citation statements)

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“…Additionally, the growth in the youth population had leveled off (Gilroy, Phillips, and Blair 1990). In another study, Janowitz and Moskos (1979) found a decline in the educational levels of new Army male recruits during this period, which reflected the difficulty the Army was experiencing in recruiting.…”

Section: Quantity and Quality Issuesmentioning

confidence: 88%

“…However, this trend has become even more apparent in the military since the AVF has come into being. Studies have also shown that since the AVF has been in effect, military personnel display political attitudes more like those displayed by men and women in civilian society (Janowitz and Moskos 1979). These and other structural changes have redefined the U.S. military as discussed in further detail below.…”

Section: An Assessment Of the All-volunteer Forcementioning

confidence: 96%

“…Another concern was whether or not the quality of recruits had been sacrificed in any way. Exploring these inquiries, Curtis Gilroy, Bob Phillips and John Blair separated the AVF into four analytic phases : 1973, 1977-1979, 1980, and 1983-1987(Gilroy, Phillips, and Blair 1990. They found that the Army was able to meet numerical and quality goals during the years 1973-1976 (the first phase) because the highly popular Gl Bill of Rights was still in effect.…”

Section: Quantity and Quality Issuesmentioning

confidence: 99%

“…This trend was becoming even more obvious in 1977 when African Americans entering the Army were better educated than their White counterparts. They accounted for 65 percent of the high school graduates compared to the 53 percent of entering Whites (Janowitz and Moskos 1979). The U.S. Army's enlisted force was the only major organization in American society where Black educational levels surpassed that of Whites, and by a noteworthy margin.…”

Section: Race/ethnicitymentioning

confidence: 99%

“…The U.S. Army's enlisted force was the only major organization in American society where Black educational levels surpassed that of Whites, and by a noteworthy margin. Still, non-commissioned and junior commissioned officers complained that many entrants with high school diplomas did not possess the educational attainment normally associated with completion of high school (Janowitz and Moskos 1979). …”

Section: Race/ethnicitymentioning

confidence: 99%

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Beyond Race and Gender: Motivating Enlisted Personnel to Remain in Today's Military

Moore¹

2001

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The public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, 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 the burden, SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES)Office of Naval Research 800 N. Quincy Street Alexandria, VA 22302 PERFORMING ORGANIZATION REPORT NUMBERRSP-01-02 SPONSOR/MONITOR'S ACRONYM(S) ONR SPONSOR/MONITOR'S REPORT NUMBER(S) DISTRIBUTION/AVAILABILITY STATEMENTApproved for public release; distribution unlimited. SUPPLEMENTARY NOTES ABSTRACTThis paper provides a theoretical explanation for factors that have been found to influence the intentions of junior enlisted personnel to remain in today's military. Data from the Armed Forces 1996 Equal Opportunity Survey reveal that both the pay and benefits and pride in service variables have stronger effects on the propensity of junior-enlisted personnel to remain in the military than do the race, gender, or racial climate variables. Satisfaction with pay and benefits has a significant positive effect on the likelihood that respondents will stay in the military, but pride in service is more robust. SUBJECT TERMS AbstractThis paper provides a theoretical explanation for factors that have been found to influence the intentions of junior enlisted personnel to remain in today's military. Data from the Armed Forces 1996 Equal Opportunity Survey reveal that both the pay and benefits and pride in service variables have stronger effects on the propensity of junior-enlisted personnel to remain in the military than do the race, gender, or racial climate variables. Still, satisfaction with pay and benefits has a significant positive effect on the likelihood that respondents will stay in the military; pride in service is more robust.This finding has policy implications for the recruitment and retention of today's military personnel. The neoclassical, economic paradigm that has formed the basis of the Services' recruitment and retention policies since the advent of the All-Volunteer Force (AVF) is deficient in addressing the intangible needs of military personnel. A central theme of this study is that the military institution must change its paradigm if it is to adequately address current problems of recruitment and retention. As illustrated in this paper, Etzioni's socioeconomic paradigm provides a plausible alternative to the laissez-faire, neoclassical model currently employed by the U.S. Department of Defense. The socioeconomic model, unlike the neoclassical model, assumes that people make decisions not only out of self-interest, but also because they are part of a larger community. I propose that a socioeconomic paradigm allow for the military to develop policies that address non-economic as well as economic factors that influence men and ...

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Section: Quantity and Quality Issuesmentioning

confidence: 88%

Section: An Assessment Of the All-volunteer Forcementioning

confidence: 96%

Section: Quantity and Quality Issuesmentioning

confidence: 99%

Section: Race/ethnicitymentioning

confidence: 99%

Section: Race/ethnicitymentioning

confidence: 99%

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Beyond Race and Gender: Motivating Enlisted Personnel to Remain in Today's Military

Moore¹

2001

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The physical conditioning platoon : Two years later

Berard

Hoiberg

1980

J. Clin. Psychol.

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Assessed the 2‐year effectiveness of Marines who had been assigned to the Physical Conditioning Platoon during recruit training in 1975 (N = 635). Participants were asked to complete: a background information questionnaire, a self‐evaluation scale, a Marine Corps opinion questionnaire, and the Comrey Personality Scales. The total sample was divided into a validation and cross‐validation subsample using the 2‐year effectiveness or noneffectiveness criterion as the basis. Results of Pearson product‐moment correlation analyses showed that higher levels of education, fewer expulsions and suspensions from school favorable attitudes on the Marine Corps Affiliation subscale and favorable self‐perceptions on the three Comrey Personality Scales of Trust vs. Defensiveness, Activity vs. Lack of Energy, and Emotional Stability vs. Neuroticism were significantly associated with effectiveness in both the validation and cross‐validation subsamples. Such findings suggest that these variables, particularly those related to affiliation and enjoyment of physical activities, should be considered as ossible selection indicators for recruits who are overweight or cannot pass the physical requirements for recruit training.

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Military Intervention Programs

Killeen¹

1984

Prevention of Alcohol Abuse

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Five Years of the All-Volunteer Force: 1973-1978

Cited by 31 publications

References 0 publications

Beyond Race and Gender: Motivating Enlisted Personnel to Remain in Today's Military

Beyond Race and Gender: Motivating Enlisted Personnel to Remain in Today's Military

The physical conditioning platoon : Two years later

Military Intervention Programs

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