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The central objective underpinning the rationale of this research is to review the

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published_or_final_version / Public Administration / Master / Master of Public Administration

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

Recent world events have affected the rates at which the United States Army Reserve (USAR) recruits and retains enlisted members. As these rates fluctuate, it becomes difficult for the USAR to forecast its recruiting requirements. This thesis describes a statistical model and an associated software tool designed to provide precise forecasts of aggregate USAR enlisted personnel trends. In particular, the tool can assist in forecasting specific USAR enlisted end strength requirements using aggregate accession, retention and attrition rates. Entitled the Army Reserve Enlisted Aggregate Flow Model (AREAFM), the tool uses a Markov Growth Model and, for the purposes of this thesis, it is standardized using fiscal year 2001 (FY01) through FY03 data and validated with FY04 data. The AREAFM is intended for annual use in forecasting the number of enlisted accessions required to achieve USAR end strength. The model can also be used to evaluate how adjustments in accession, promotion and attrition rates, perhaps as the result of changes in USAR manpower policies or current events, might affect the assigned strength. / US Army Reserve (USAR) author.

This thesis investigates whether perceptions of the working environment are related to a Marine Corps member's intentions to remain on active duty. The study further examines whether perceptions about intra-organizational mobility, inequity in the workplace, and organizational support vary by racial/ethnic group. The analysis focuses on Hispanics, the largest growing ethnic minority in the United States and draws upon data from the 2002 Status of the Armed Forces: Gender and Working Relations (WGR) Survey. Logistic regression models are developed for junior officers and enlisted personnel to determine the relationship between perceptions of the working environment in the Marine Corps and a Marine's intention to stay on active duty or complete a 20-year military career. The results of the quantitative analysis show that negative views about professional development, current assignment, and equity in the workplace are significant in both officer and enlisted models. Results also indicate that, among racial/ethnic groups, Hispanics are most strongly influenced by the effects of negative perceptions in the working environment on their plans to remain in the Marine Corps. It is recommended that further research look at the Hispanic military population by focusing on the various sub-groups within the ethnic category itself.

A significant number of positions in the Norwegian Armed Forces that are open for assignment are not filled because they do not receive any qualified applicants. Over the last five years, over 30 percent of the announced job vacancies have been unfilled. This thesis explores two different areas of research to help remedy this / auction theory and assignment market mechanisms. Auction and assignment market theory and practice are examined to reveal how these mechanisms might provide incentives and improve the quality of military assignments. This research finds that both of these mechanisms fall short when used independently. Auction theory is problematic when both sides of the market have preferences over the outcome / assignment models are problematic when there are system level concerns about which jobs remain unfilled. This thesis introduces a hybrid solution, containing elements of both auction theory and assignment markets, which has the potential to improve the current matching process. This research improves our knowledge and understanding about both of these research areas, and their interactions.

The issue of how governments attract men and women to the armed forces has been a principal concern of historians of propaganda since Harold Lasswell first wrote on the subject in the 1920s. Yet while a great deal has been written about propaganda texts – posters, films, newsreels, radio broadcasts, television programmes, and so on – less attention has been paid to the ways in which these texts were produced and their place within the broader context of 20th century British history. Through an analysis of key institutions and individuals, and drawing on a range of primary and secondary source material, this thesis makes a case for a history of recruitment advertising rooted in the experiences and perspectives of its practitioners. Exploring a number of recruitment campaigns waged in Britain between 1913 and 1963, it studies the business of recruitment not through the medium of individual advertisements, but via the organisations, ideologies and discursive practices that constructed them. Following Liz McFall and Anne Cronin, who argue that advertising can be understood only in relation to the particular historical circumstances that give rise to it, and that advertising is at any one point the sum of the discourses that embody and maintain it, it explores how recruitment campaigns were organised, planned and executed at key moments in British history. Crucial to this approach is an analysis of archival records such as memoranda, minutes of meetings, production logs, memoirs and reports. By examining these records discursively, this thesis encourages a shift from textual readings of recruitment advertising to studies of how relevant organisations and individuals defined and understood recruitment practices as promotional devices intended to exhort and persuade. By examining military advertising through six case studies spanning the wartime, interwar and postwar periods, it explores how ideas about promotion shifted from one era to the next.

Thesis (M.S. in Operations Research)--Naval Postgraduate School, September 1990. / Thesis Advisor(s): Thomas, George W. ; Gorman, Linda. Second Reader: Boger, Dan C. "September 1990." Description based on title screen as viewed on December 21, 2009. DTIC Descriptor(s): Behavior, Enlisted Personnel, Recruiting, Manpower, Military Applications, Logistics, All Volunteer, Theses, Attitudes(Psychology), Regression Analysis. Author(s) subject terms: Enlist, Propensity, Interest, YATS, Multinominal Logistics Regression. Includes bibliographical references (p. 92-93). Also available in print.