Organizational Citizenship Behavior (OCB) is an established psychological construct that represents work behavior that is not required but contributes to improved organizational performance. This study examined the relationship of cognitive job satisfaction and OCB in a military organization. Several demographic variables previous identified to be related to OCB were also measured. Cognitive Job Satisfaction was significantly related to both self and supervisor ratings of OCB. The magnitude of correlations of pay and job cognitions with altruism and conscientiousness dovetailed with previous research results in field studies with much larger sample sizes. Government service civilians had significantly higher mean self-rated OCB than military personnel. Age and tenure were significant moderator variables in this relationship, but did not have significant main effects. Tenure was significantly correlated with self-rated OCB and both its factors, altruism and conscientiousness. Insufficient statistical power due to few respondents and range restriction due to pre-selection limited the ability to find significant group differences.

This study is based on Kirkpatrick's (1996) four level evaluation model. The study assessed the correlation between and among three levels of data that resulted from evaluation processes used in the U.S. Air Force technical training. The three levels of evaluation included trainee reaction (Level 1), test scores (Level 2), and job performance (Level 3). Level 1 data was obtained from the results of a 20 item survey that employed a 5-point Likert scale rating. Written test scores were used for Level 2 data. The Level 3 data was collected from supervisors of new graduates using a 5-point Likert scale survey. The study was conducted on an existing database of Air Force technical training graduates. The subjects were trainees that graduated since the process of collecting and storing Levels 1 and 2 data in computerized database began. All subjects for this study graduated between March 1997 and January 1999. A total of 188 graduates from five Air Force specialties were included. Thirty-four cases were from a single course in the aircrew protection specialty area; 12 were from a single course in the munitions and weapons specialty area; and 142 were from three separate courses in the manned aerospace maintenance specialty area. Pearson product moment correlation coefficients were computed to determine the correlation coefficients between Levels 1 and 2; Level 1 and 3; Level 2 and 3 for each subject course. Multiple linear regression was used to determine the relationship between the composite of Levels 1 and 2 and Level 3. There were significant correlation coefficients between Levels 1 and 2 and Levels 2 and 3 for only one of the five courses. The linear regression analysis revealed no significant correlation using the composite of Levels 1 and 2 as a predictor of Level 3.

The overall purpose of this thesis is to question the value of the use of models regarding decision-making as it effectively operates within the environment of US armaments procurements. For example, conceptual framework models such as bureaucratic politics, organisational outputs, incrementalism, and others are far too simplistic in their application to this subject - they only tend to distort reality. The thesis argues that the process is far too complex with decisional centres shifting throughout the life of any one given system, thus necessitating a more realistic conceptual approach. Evidence of this is provided throughout the discussion of the organisational processes and the roles of those involved in the procurement process. Moreover, it becomes apparent that those in the highest positions of decision-making (for example, Presidents, Secretaries of Defense, etc.) are at times least likely to be involved in decisions, dependent on the stage of development of the weapon system. Further, other groups (for example, Congress, Joint Chiefs, etc.) commonly perceived as the decisional centres have little, if any involvement during the earlier stages in the life of a weapon system. The possibility of their involvement increases as the system enters what the author refers to as the hardware phase, when monies must be appropriated. In other words, the system becomes politicised and the expertise of those in higher positions becomes salient, because they are chosen for their political and managerial skills - not their expertise in detailed defence matters. Even the weight of their decisions during the hardware phase is questionable due to the fact that lower level "experts", referred to as DoD Components, with longer periods of tenure, are consistently directing upwards their appraisals of new systems requirements, threats, etc., thus setting the parameters for the higher positioned decision maker. Following the description of the organisational processes and the roles of those involved, the discussion turns to the case study of the F-16 to validate these points. The purpose is not to research a case study and then attempt to extrapolate from it axioms of weapons procurement. The exercise is intended to yield credence to the points referred to above.

Thesis (D. Min.)--International Baptist Graduate School, 1995. / Includes abstract and vita. Includes bibliographical references (leaves 228-235).

This study reports on an investigation to determine the applicability of the peer rating technique to Air Force ROTC cadets at North Texas State College which has an enrollment of approximately 7000 students. The specific problem investigated was whether or not the peer rating would be useful in solving the leader identification problem in Air Force ROTC.

Work measurement systems are widely used by American manufacturers in establishing labor standards as inputs for budgeting, estimating, planning, evaluating, and managing production. These systems are used by defense related and non-defense related contractors alike. However in 1987, their use was required in United States Air Force major procurement contracts through Military Standard 1567A.

This study was a simple "before" and "after" attitude measurement experiment using an experimental group and a control group. The attitude measurements were made before and after the subjects in the experimental group were presented an informational briefing about the Air Force ROTC training program. Both the experimental group and the control group were subject to exposure to the Air Force mass communication advertising during the two-month study period. The results indicate that the increased knowledge gained by the experimental group through its exposure to the informational briefing caused a negative change of attitude within the group. However, the control group had no significant change of attitude during the study period even though more than 87 percent of those subjects were exposed to some form of Air Force advertising.

This ex post facto inquiry investigated the existence of an association between advanced formal education and the largely psychomotor task of flying military aircraft. The analysis of data indicated that such an association does exist. Data were analyzed by computer comparison of two separate data bases. The first data base included selected U.S. Air Force officers' educational histories. The second set of data included aircrew standardization/evaluation qualification grade scores. Individual subjects were identified, and for each subject a record was formed that included the subject's standardization flight proficiency grade and advanced educational background. Group subsets of selected variables were then recorded in 2 X 2 contingency tables and statistical calculations using chi square tests of independence were applied.

This study concerns the contributions of Kelley Ezell to Air Force Education Services Programs and examines the impact of his educational leadership in developing the Education Services Program at Sheppard Air Force Base, Texas, into its current position as an officially recognized Air Force leader in program excellence. It determines the effects of his leadership on subsequent leaders in the Sheppard Education Services Center and identifies the systems and procedures which contribute most significantly to the Center's success.

In the year 1983/84, the Commonwealth Government decided to redevelop a RAAF airstrip at Tindal into a northern air base in NT. It would replace RAAF Base Darwin that was situated close to the coast and susceptible to both cyclonic weather and any 'enemy' sneak raid attacks. Tindal is located about fifteen kilometres south from Katherine on the Stuart Highway. A social survey conducted in the second half of 1983 formed the basis for SIA predictions that appeared in the EIS. These encompassed social impacts that would occur during the construction phase and later throughout the operational phase. Included among the predicted impacts on local residents was aircraft noise from military aircraft flying overhead and this was confirmed by a social survey conducted in 1994. Other predictions included the integration of a RAAF population with its own set of values into a conservative Katherine community. The social survey of 1994 asks the same type of questions as asked in 1983, and the two sets of answers are compared over time. A subsequent longitudinal analysis follows the structural development of the Katherine population/community. A group of 1994 respondents was found to have resided in Katherine in 1983 and cohort by cohort their state of affairs discovered. As Katherine developed into a regional centre the views of respondents toward the RAAF became more accepting and residual social impacts from the redevelopment phase were difficult to find.