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UNCLASSIFIED
SECURITY CLASSIFICATION REPORT OF DOCUMENTATION THIS PAGE (M~eni Data, Entered) PAGE t~qtJ READ INSTRUCTIONS?~O**
BEFORE (^) COMPLETING FORM
1. REPORT NUMBER 2. GOVT ACCESSION NO. 3. RECIPIENT'S CATALOG^ **NUMBERm
- TITLE** (anid Subtitle) 5. TYPE OF REPORT & PERIOD COVERED Determining the Impact of Family Programs upon^ STUDEN'T^ PAPER Retention,4-:Why Successful Officers Stay^ S. PERFORMING^ ORG.^ REPORT^ NUMBER 7. AUTHOR(a) S. CONTRACT OR GRANT NUMBER() LTC* Thomas P. Ross 9. PERFORMING ORGANIZATION NAME AND ADDRESS 10. PROGRAMAREA & WORK ELEMENT. UNIT NUMBERSPROJECT, TASK U.S. Army War College CArlisle Barracks, PA 17013- II. CONTROLLING OFFICE NAME AND ADDRESS^ 12.^ REPORT^ DATE^ "% SAME (^) 13.^12 NUMBER^ May^ OF^1986 PAGES
- MON!TORING AGENCY^ NAME^ &^ ADDRESS(If^ different^ from^ Controlling^ Office)^ 15.^^234 SECURITY^^ CLASS.^ (of^ this^ report)^ % %.. Isa.^ UNCLASSIFIED DECL ASSI FICATION!^ DOWNGRADING ses **SCHEDULE
- DISTRIBUTION STATEMENT** (of this Report) DISTRIBUTION STATEME~T A: Approveddistribution for^ publicis unlimited.^ release; 17. DISTRIBUTION STATEMENT (of the abstract entered In Block 20, If different from Report) **18. SUPPLEMENTARY NOTES
- KEY WORDS** (Continue on revere, aide if^ necessary^ and^ identify^ by^ block^ number) 20. ABSTRACT (Continue an reverea, aide If necoeary and^ identify^ by^ block^ nutmber)^ "1^ 'a? retention^ The^ studyof successful^ identifies U.S.^ family Army^ related and Officers. otherThe study^ factors identifies^ that^ are twelve^ key^ to factors, same family-related, which influence successful camissioned officers tothey could stay in theprove Army. useful To forthe inclusionextent that within, (^) these orfactors as reinforcement have been identified, of, Army " ., Retention and Family Programs. The study provides data gained by survey of comnissioned officers^ who^ have^ reached^ an^ accepted^ level(continued)^ of^ "success"^ in^ their
DO 1473 EDITION^ OF^ I^ NOV^65 IS^ OBSOLETE^ ULSII%UNCASIFIED SECURITY CLASSIFICATION OF THIS PAGE^ (Ulen^ Date^ Entered)
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SECURITY CL ASSIFICAIONUNCLAS^ TFTEQ O1! THIS PAGECWb, Date Zntermd BLOJCK 20 (continued) Ai.%yrecarrrendations careers, research of pertinent literature and sources, and ccnclusions and ed to considerationdetermined fran analysis^ of^ the^ data.^ While^ the^ study^ is^ limit-^ ..~. be valuable in planningof^ issuesfor retention^ involving conmissioned^ officers,^ conclusions^ may and for the consideration of Army families.of^ successful soldiers^ of^ all^ ranks, examination of a well defined officer population.The^ studyThe^ methodolog~yrepresents^ ais^ preliminary relevant to (^) other military populations, at various points (^) in their careers, who should be examined further.
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UNCLA&SIFIE SECUITY LASIFICTIO OF MIS AGEWhenDat Entred
ABSTRACT
AUTHOR: Thomas P. Ross, LTC, FA
TITLE: Determining the Impact of Family Programs upon Retention
-Why Successful Officers Stay
FORMAT: Individual Study Project
DATE: 12 May 1986 PAGES: 241 w/tables CLASSIFICATION: Unclassified
) The study identifies family related and other factors that are key
to retention of successful US Army Officers. The study identifies twelve
factors, some family-related, which influence successful commissioned
officers to stay in the Army. To the extent that these factors have been
reinforcementidentified,^ they could^ prove^ useful^ for^ inclusion^ within,^ or^ as
data gained by of, survey^ Army ofRetention commissioned^ and^ Family^ Programs.^ The^ study^ provides
accepted level of "success" in their Armyofficers careers,^ who^ haveresearch^ reached an
literature and sources, and conclusions of^ pertinent
from analysis of the data. While the studyand^ recommendationsis limited to consideration^ determined
of issues involving commissioned officers, conclusions may be valuable in
planningconsideration for retentionof of successful soldiers of all ranks, and for the
examination Army^ families.^ The^ study^ represents^ a^ preliminary
relevant to ofother^ a^ wellmilitary^ defined populations,^ officer^ population. at various^ Thepoints^ methodology is
careers, who should be examined further. in^ their
ii
PREFACE
This Individual study Project was produced^ under^ the^ aegis^ of^ the^ US
Army(DCLM). War CollegeThe scope, Department general ofdirection, Command, andLeadership, analysis andmethodology Management, were
developedthe Behavioral based andon suggestionsSocial Sciences, from the (USARI), US Army Alexandria, Research VA.Institute While forthe
hypotheses and concerns expressed by the author are of his own design,
reaching an "endpoint" could not have been accomplished without the
assistance of many helpful persons. The author is especially indebted to
Ms.whose Mary patience Anne Miller,and tireless USAWC effortsInformation on theTechnology computer, Division, the study without and
subsequent analysis could not have been accomplished; Dr. Jerry Ball,
Departmentof understanding of Academic of the Affairs,"voodoo" whose world assistanceof statistical in my analysisreaching wasa modicummost
appreciated; and Dr. Glenda Nogami, USARI, who provided the spark and
encouragement of an idea, and the basic direction that kept me going.
t.J
LIST OF TABLES
Table 2-1 The New Variables. .. .. .. .. ... .. .... 40
Table 2-2 Chi-Square Significance Coefficients .. ........ 43
TableTable 2-33-1 PerformanceOne-Way Analysis of Specific of Variance. Hypotheses. ............. .......... 47 55
.......--.-...*V
CHAPTER I
INTRODUCTION
Background
In the (^) past most of our plans, programs, and policies focused on basic needs or on correcting (^) dysfunctions.
on Our^ what concentration is working^ now well,^ and by In^ drawingthe^ future on the is^ tocharacteristics^ capitalize
characteristics^ of^ our^ many^ healthy^ families^ and^ transmitting^ these
to those needing assistance. 1
During the dozen years following the creation of the "All Volunteer
Army", extensive research has been conducted to identify family-related
and other factors which cause personnel to become disenchanted with
and/or leave military service. The identification of these "irritants",
and programs to eliminate them has unquestionably added to improvement in
Quality of Life for soldiers and their families. A review of the survey
instruments used by the Department of the Army leaves one with the
distinct feeling that a great deal has been done to find out why the
disenchanted left the Army, but that little research has been conducted
to identify the family-related, and other, factors which influenced
personnel to remain in the Army. To the extent that some of the
disenchanted and those that stayed might have been successful soldiers,
it is important that the Army identify Just what factors might have
caused them to stay, or are causing them to stay. Stated differently, to
ensure that our Army is successful In retaining the "cream of the crop",
associated with high retention? (e) What Army family services and programs are most critical to (f) retention? What Is the (^) range of family related policy changesinstrumental and programsin improving which retention?would be most 2
The aspect which this study focuses upon is the retention of successful personnel, and their relationships to familiy-related (^) and other factors. Hypotheses
It is the opinion (^) of the author that a majority of successful U. S. Army Commissioned Officers are not personally attracted by family program initiatives which are sponsored by the Department of the Army; and (^) that In of themselves these initiatives are not important contributors to their personal, positive career commitment attitudes. Not paradoxically,
a majority of successful officers will find these same initiatives
important to the Army as a whole. However, family program initiatives
which emanate from unit level, (division and below), will be considered
by this group to be more meaningful and effective to soldiers and their
families than programs or benefits which emanate from higher levels.
For sake of convenience, family-related issues (variables) would be considered by this population as being either: Category J, "contributing ' to a positive career commitment attitude"; Cateqory II, "not affecting a career commitment attitude"; or Category III, "contributing to a negative career commitment attitude".
Specific predictions (hypotheses) were made of how the population would respond to questions that addressed (^) a variety of situations related A
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to each Category. Significantly, the study hypothesized (^) that other factors could identified which contributed to a stronger positive career commitment attitude than purely family-related ones. An initial hypothetical breakout follows:
CATEGORY 1: (Contributes to a positive career committment attitude)
(a) Opportunity for family to experience diversity of surroundings,
location, and travel.
(b) Education opportunities for children and spouse.
(c) Opportunities for home ownership.
(d) Commitment and community involvement by family members.
(e) The opportunity for "adventure" in foreign lands.
(f) Service in organizations that demonstrated genuine caring.
(g) Availability of services and opportunities in the community
surrounding the installation.
(h) A pay system that is adequate.
CATEGORY 1I: (Does not affect a career committment attitude)
(a) Availability of government housing.
(b) Availability of child-care centers.
(c) The services provided by Army Community Service (ACS).
(d) The services provided by the Chaplaincy. (e) Weight allowances during PCS moves. (f) Adequacy (^) of Medical/Dental Care for Families. (g) The CHAMPUS program. CATEGORY III: (Contributes to negative career (^) committment attitudes) (a) Long (^) work periods away from family members. (b) Peacetime unaccompanied (^) tours. (c) Assignments to undesirable regions, installations and
4 "' " - _ (^). i .d : ,,' (^) .. """ %. (^). -1% -. (^) -'.. ". (^) '... ... "^. "". (^) ,. ,. -. "."-.. """ - (^). """. (^). - (^) ->- , ''" "".-' """""., >. ". (^). .- ."-. .--,--*-.. (^). ""'-. "-. " :% € (^) %: ¢
(selection to: Lieutenant Colonel; Battalion Command (^) In most cases; Colonel In some cases; and the US Army War College), marks the population at close to the top of an ever decreasing pyramid - roughly the top 5% of the U.S. Army Commissioned Officer Corps.
The survey Instrument, composed of 52 questions, was designed to be entirely objective to aid in ease of administration, acceptance by the population, and statistical analysis. Questions were chosen (^) that described the population (11); gauged their agreement-disagreement-with- midpoint on statements related to family programs and Army (^) life (13); and which described the strength of incentive-disincentive-wLth-mLdpoint to stay In the Army that certain family-related and other subject areas posed (28). Survey respondents were asked (^) to place their responses on mark-sense forms, and space was provided for spontaneous written comments, but not to any specific questions. 174 commissioned officers comprised the population. 173 surveys were sent out, (the author was not surveyed), and 145 were returned completed. Two of the completed surveys were unfortunately returned two weeks after the "deadline" and were not included in the automated statistical analysis. (^) However, the responses of these two late arrivals generally fell within the mode of the rest. Thus the considered return rate was 82.7%, (143 of 173). Subjective
comments, found In Appendix 2, filled nearly 3 typewritten pages.
Statistical manipulation and analysis were performed using the
Statistical Program for the Social Sciences-X, (SPSS-x), on the Honeywell
DPS 8/7 mainframe computer, and SPSS/PC+ on an IBM-PC. First, frequency
responses were determined, and the 41 independent variables were cross-
tabbed by the demographic questions. Second, a factor analysis was
6
conducted to Identify factors, (new variables), affecting retention which
could explain the data. Three extractions were used, (principal axis
factoring, principal components analysis, and unweighted least squares),
and Varimax rotation for each extraction. Third, the newly identified
variables, (12 in this case) were cross-tabulated with the demographic
data. Fourth, a condescriptive procedure was run to compute univariate
summary statistics and standardized variables for the original 52
questions, (variables), and the 12 new variables, (factors affecting
retention). Finally, a one-way analysis of variance, (ANOVA), was
conducted between the new variables and the demographic data.
Assumptions
The following two assumptions apply to the study. First, the target
population represents U.S. Army commissioned officers with similar
"successful" credentials; it does not represent all commissioned
officers. Second, the personnel that responded to the survey
questionnaire, (143), are representative of the entire population, (174),
of the U.S. Army War College Class of 1986.
Purpose
It is the purpose of this study, and the survey that was developed
to support it, to identify family-related and other factors that are key
to the retention of successful U. S. Army Officers. It is postulated
that certain uncataloged family-related and other factors can be very
instrumental in the retention of successful commissioned officers. To
the extent that these factors can be identified, they may prove
beneficial for inclusion within, or as reinforcement of, existing Army
CHAPTER II ANALYSIS AND DISCUSSION OF RESULTS Examination (^) of the survey response frequency results provided a wealth of information concerning the Class of 1986, their attitudes about their Army careers, their families, and what motivated them to (^) make the Army their (^) chosen profession. The "typical" respondent, as described by the mode, Is a white, male, Lieutenant Colonel, without a history of military tradition in his family, who is married for the first (^) time, lives with his spouse, (^) and has two dependants in addition to her. He has served as a commissioned (^) officer for a little more than 20 years on active duty, has a Master's Degree, plans to retire from the Army after serving 30 years, and expects to attain the rank of (^) Colonel before doing so. Not only does this description provide a rather bland picture of the successful officers that they are, but such simplistic references belie the real makeup of this population, and the purpose of the study. What follows is a discussion of the meanings of measured response frequencies, correlation of data through (^) cross-tabulation, a search for factors that explain the data, and other analyses.
The timing of the survey and (^) the attitude of the class toward it are worth mentioning. (^) The survey was administered between 27 January and 7 February 1986. The general mood of the class (^) at the time appeared to be good, and attitudes generally positive. As the analysis will point
.Fl- 'dtA* .~..*..% **
out, the feeling of the population toward the Army in most all categories was extremely positive. The survey was taken (^) shortly before many of the probable implications of the Gramm-Rudman-Hollings deficit reduction legislation on the Army were announced, and which were subsequently widely discussed and debated by members of the class. It would be interesting to see if attitudes on (^) retention would remain the same should the same survey be administered again today. But the uncertainty created by the far-reaching implications of the legislation is probably, in of itself, a transitory thing. Only time will tell, and should some of the proposals come to pass, a whole new set of attitudes will be created and acted upon by this population.
NOTE: The analysis and discussion which follows is based upon close
examination of hundreds of pages of printouts provided by various SPSS
routines. Appendix 3 contains the printouts from which the discussion
emanates roughly the same order that it is discussed.
Discussion of Response Freauencles
The survey population is in many ways unique, but for a study of
family-related issues it presents another "uniqueness" among most other
populations -- it appears to be an extremely family oriented group.
Fully 97.2% of^ the^ group^ has^ at^ one^ time^ been^ married,^ while^ 81.8%^ are
still married for the first time. Only 14% had experienced divorce, and
all but one individual in this category had remarried. The surveyed
population has 318 dependents, or about 2.2 each, excluding a spouse.
18.3% of the population was raised in a military home, i.e., one of their
parents was a service member during their formative years. In an era,
and especially In a type occupation where the importance of spousal
