Institution Versus Occupation: Contrasting Models of Military Organization

Moskos, Charles C.

doi:10.21236/ada096966

Cited by 107 publications

(161 citation statements)

References 3 publications

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“…More importantly, we seek to understand whether certain individual differences would mitigate the adverse effect of career plateau on job involvement. Drawing on Mosko's [14] and Cheng & Su [5] institutional and occupational model of military careers, we examined the potential moderating roles of career officer's institutional intention and occupational intention on the relationship between structural/content career plateaus and job involvement.…”

Section: Introductionmentioning

confidence: 99%

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Su¹,

Kuo²,

Cheung³

et al. 2017

ujm

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This study examined the potential moderating roles of career officer's institutional intention and occupational intention on the relationship between structural/content career plateaus and job involvement in Taiwanese career military officers. Empirical data were collected from 338 career officers who received full-time training at the National Defense University in Taiwan. The results showed that the perception of structural/content career plateaus were both negatively related to job involvement. Furthermore, the results found the supports of the moderating role of institutional intention in the relationship between perceived structural/content career plateaus and job involvement, and the moderating role of occupational intention in the relationship between perceived structural career plateau and job involvement. Practical management and research implications are discussed, and future research directions suggested.

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Section: Introductionmentioning

confidence: 99%

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Su¹,

Kuo²,

Cheung³

et al. 2017

ujm

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“…Armed forces suddenly found themselves having to justify their existence and the expenditure they receive, and this has had a profound impact on the attitude of soldiers towards their employment in the military. Already in the seventies, Moskos (1977) identitied that the military social organisation world-wide was undergoing an institutional/occupational drift where professional orientations (legitimated in terms normative values), were being replaced by occupational orientations (legitimated by marketplace values). Implicit in this formulation is that the soldier's view towards employment in the military was undergoing change -from viewing military service as a calling, or vocation, to viewing their employment in the military as just another job.…”

Section: The Social Ethic Of Selfless Servicementioning

confidence: 99%

Stress and Change in the Military Profession Attitudes of Officer Students at the South African Military Academy

Heinecken

2012

Sci.Mil.

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“…At that time, a marketplace philosophy of military enlistment replaced previously accepted notions of citizenship responsibility (e.g., Moskos, 1986). Now the Navy must compete with civilian employers to attract qualified personnel and ensure that motivated, highly skilled personnel are retained for militar)' service.…”

Section: Problemmentioning

confidence: 99%

Evaluation of Navy Counseling and Advocacy Programs: Relating Programs to Readiness and Retention

Schwerin¹,

Kelley²,

Farrar³

et al. 2003

PsycEXTRA Dataset

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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 this 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 Department of Defense, Washington Headquarters Services, Directorate for Infonnation Operations and Reports (0704-0188), 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid 0MB control number. PLEASE DO NOT RETURN YOUR FORM TO THE ABOVE ADDRESS. REPORT DATE (DD-MM-YYYY) PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) AND ADDRESS(ES)Navy Personnel Research, Studies, and Technology Navy Personnel Command 5720 Integrity Drive MiUington, TN 38055-1000 PERFORMING ORGANIZATION REPORT NUMBERNPRST-TN-03-9 SPONSORING / MONITORING AGENCY NAME(S) AND ADDRESS(ES)Navy Personnel Command Assistant Commander Navy Personnel Command for Personal Readiness and Community Support (PERS-661) 5720 Integrity Drive MiUington, TN 38055-1000 SPONSOR/MONITOR'S ACRONYM(S) SPONSOR/MONITOR'S REPORT NUMBER(S) DISTRIBUTION / AVAILABILITY STATEMENTA -Approved for public release; distribution is unlimited ABSTRACTQuality of life (QOL) programs represent a significant investment by the military. Policy-makers need data that will enable them to determine whether QOL programs contribute to positive perceptions of Navy life and impact military outcomes. In the initial phase of this project (see Schwerin, Michael, Glaser, & Uriell, 2001, a QOL assessment system and methodology were developed that could be applied to all Navy QOL programs. The present report evaluates the survey data collected on two QOL programs: New Parent Support Program (NPSP) and the Sexual Assault Victim Intervention (SAVI) program. Surveys were administered to NPSP and SAVI program users at sites Navy-wide. Program quality generally exceeded patrons' expectations and patrons believed the programs met the program specific objectives, the overarching Reasons for Being (RFB) program goals, and Navy organizational objectives. In addition, QOL, Readiness, and the program's contribution to the Service members' Intention to Remain in the military were predicted by various RFB objectives and program quality; however, these variables had less impact on overall Career Intentions. Previous research conducted by NPRST led to the development of a quality of life (QOL) program assessment system and methodology that focused on Sailor perceptions of the effectiveness of QOL programs both at the program-specific level and at a higher-order levelhow well did these programs meet patron QOL needs. Examining QOL programs at this level allow...

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Institution Versus Occupation: Contrasting Models of Military Organization

Cited by 107 publications

References 3 publications

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Stress and Change in the Military Profession Attitudes of Officer Students at the South African Military Academy

Evaluation of Navy Counseling and Advocacy Programs: Relating Programs to Readiness and Retention

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