The present research examines the differential validity of the facets of organizational commitment and job embeddedness to predict who will reenlist or retire from a branch of the armed services. We tested hypotheses with survey data from 1839 enlisted personnel in the U.S. Air Force. For personnel facing the decision to reenlist or separate,…

Investigated a set of 15 variables for their prediction of organizational commitment in two battalions of part-time army reservists (N=1,201). Results indicated that organizational commitment was significantly and consistently predicted by job satisfaction and intent to stay. (LLL)

A survey of 13,743 women in the armed forces used an instrument to identify specific experiences of sexual harassment rather than aggregate approaches. Confirmatory factor analysis supported the measure's construct validity. Reasons for using aggregate versus situation-specific approaches were identified. (Contains 19 references.) (SK)

A questionnaire was administered to 135 male students who were enrolled in ROTC and 25 male students who had dropped out of ROTC. A ratio expectancy theory model was developed from the questionnaire as an operational definition of motivation to remain in ROTC. (Author)

Tested model of organizational commitment using survey responses from 202 Army and Navy Reserve Officer Training Corps Cadets. Found personal characteristics, role states, job characteristics, and work experiences exhibited significant direct relationships with commitment and identified their interrelationships. Discusses results in terms of an…

The Job Attitude Scale was administered to majors and captains and to upper-middle managers and lower-middle managers of industrial organizations. The results were discussed in view of job environment and job level. (Author)

Questionnaire data were obtained from 149 enlisted men in the U.S. Navy. The job scope (JS)-satisfaction with the work itself (SWI) relationship was examined for the study's total sample and for subsamples created by grouping individuals on the basis of belief in the Protestant Ethic (PE). PE did not moderate the JS-SWI relationship. (Author)

The matching of 5 predictors of organizational commitment with 5 career stages was investigated with a sample of 1,536 Air Force employees. Between- and within-stage analysis showed that team cohesion was stronger during second stage, job challenge during third, supervisor behavior during fourth, and organizational climate during fifth.…

Questionnaire data pertaining to perceived need deficiencies were analyzed to test the concept of a hierarchy of need levels (Maslow's theory). Significant experimental control" differences were not found until deprivation was experienced by the experimental group. (Author)

This study investigated relationships between academic and nonacademic indices of college success and four indices of occupational success of Army officers. Subjects were 103 U.S. Military Academy graduates from the Class of 1962. Results indicated three of the four criteria were significantly predicted. (Author)

Examined the literature dealing with the relation of occupation to suicide for three occupational categories: health care providers, managerial and professional persons, and military and paramilitary personnel. Presents evidence relating to group differences in suicidal behavior. Considers theories explaining variations in incidence of suicide.…

The demographic and sociopsychological profile of 102 high school and 754 college Army ROTC cadets was compared and contrasted against that of their non-ROTC classmates. Findings point to the possible existence of a "military personality" that is evident at early career development stages. (Author)

Administered questionnaire to 250 Israeli army personnel to examine 17 variables as potential predictors of organizational commitment. Found 8 variables to be relevant: interesting work, co-workers' attitudes toward the organization, organizational dependency, age, education, employment alternatives, attitudes of family and friends, and importance…

The existence, relatedness, and growth (ERG) model represents a major effort to understand need satisfaction. Questionnaire items on existing and proposed need concepts were administered to 630 Navy male enlisted personnel in 11 types of organizations. Factor analysis confirmed the empirical validity of the organizational respect concept. (Author)