Thesis (M.S.)--Naval Postgraduate School, 2005. / Title from title screen (viewed 05/10/2006). "June 2005." Includes bibliographical references.

Thesis (Ph.D.)--Pennsylvania State University, 2004. / Mode of access: World Wide Web.

Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2005. / Thesis Advisor(s): Alice M. Crawford, William R. Bowman. Includes bibliographical references (p. 77-79). Also available online.

Thesis (M.S.)--Naval Postgraduate School, 2005. / Title from title screen (viewed 05/10/2006). "June 2005." Includes bibliographical references.

Approved for public release, distribution is unlimited / This study examines fleet retention rates of USNA graduates who participated in varsity athlete programs from 1988 to 1990 and retained beyond their initial service obligation (N = 2,735). It is based on a theoretical model which investigates two forces of influence on retention: varsity athlete status as a positive influence and recruit status as a negative influence. Results of the hierarchical logistic regression analyses validate the theoretical model and suggest that varsity athletic participation and recruit status do have an impact on fleet retention rates. The negative retention influence of recruit status and the positive retention influence of varsity athletic participation are observed through the interaction of these two forces. Results indicate that recruit status is significantly related to lower retention rates, however, this negative force is counterbalanced by the positive influence of sustained varsity athletic participation, should the athlete have the perseverance to letter in his or her sport. This study also identifies the walk-on varsity athlete as the true beneficiary of the human capital benefits associated with varsity athletic participation. The walk-on varsity athlete acquires leadership and teamwork skills attributed to participation in varsity athletics without the negative recruit influence. / Lieutenant, United States Naval Reserve

Approved for public release, distribution is unlimited / This thesis analyzes the retention of female Naval officers, focusing on the relationship between officer selection metrics and retention beyond minimum service obligation and the effect of lateral transfers on the retention of junior officer in the Unrestricted Line. The retention analysis utilizes data from Naval Academy cohorts 1988-1991, while the lateral transfer analysis uses data from officer cohorts 1986-1991 available through the Officer Promotion History File. The retention analysis focuses on whether the elements of the Naval Academy's Whole Person Multiple (WPM) are valid predictors of graduation and fleet retention beyond minimum service requirement for female officers. Results indicate that the WPM is generally a poor predictor of female graduation and retention, a result that is contrary to previous research that used mixed gender or male-only samples. Only the Math SAT, English/Math teacher recommendation score, and athletic/non-athletic extracurricular activities score have positive and significant relationships with retention beyond minimum service requirement. Thus, it is recommended that the Naval Academy Admissions Board develop a revised selection metric for females in order to select and commission female officers with a greater propensity for career service. The lateral transfer analysis seeks to determine the characteristics of officers in the Navy's lateral transfer system. Results reveal that women are more likely than men to transfer from Unrestricted Line to Restricted Line communities. This higher likelihood of lateral transfer for women is considered a major contributor to the low retention of female officers in Unrestricted Line communities. / Lieutenant, United States Navy

Approved for public release, distribution is unlimited / This thesis analyzes the relationship between entry-level variables available to the Office of Admissions and plebe summer attrition at the United States Naval Academy (USNA). The study used independent samples t-tests and linear regression analysis to analyze the effects of individual variables on plebe summer attrition and also used binary logistic regression to develop an overall predictive model of plebe summer attrition. Analysis was conducted on the USNA classes that completed plebe summer from 1995-2002 (N = 9,554). The results of this study indicate the highest plebe summer attrition is attributed to majority females, females in general and midshipmen who exceed the limits of the height/weight table and are not recruited athletes. The lowest plebe summer attrition rates are found among children of service academy graduates, recruited varsity athletes, summer seminar attendees, minority males and older midshipmen. This study summarizes the results and also offers recommendations to the Naval Academy and for future research. / Lieutenant, United States Navy

Approved for public release, distribution is unlimited / The purpose of this study is to investigate U.S. Naval Academy student predictors of aviation selection for graduates between 1995 and 2002. The main hypothesis is that the background characteristics that predict aviation selectees will differ from the characteristics that predict non-aviation selectees. Although prior research suggests that several characteristics (academic, cognitive, athletic, and personality traits) play an important role in predicting success in aviation, other research suggests that many of those characteristics have not been included in the service selection process at the Naval Academy. Two empirical models were estimated to investigate this hypothesis. The models were used to determine whether the significance of predictive factors differ between all aviation selectees and non-aviation selectees, and likewise between pilot aviation selectees and non-pilot aviation selectees. The results show that of all of the variables in both models PFAR (an ASTB score) was the most important factor in predicting aviation selection. Both PFAR and academic grade point average at USNA had a large impact on aviation selection and separately on pilot selection. These results were representative of both aviation and pilot selection. It is also important to note that some variables were strong negative predictors in the models, although prior research suggested they would be positive predictors of aviation success. Apparently, the factors that predict success in aviation flight training are not the same that predict selection of the aviation community. / Lieutenant, United States Navy

Approved for public release, distribution is unlimited / This thesis examines the process of selecting the midshipmen leadership, or "stripers," at the United States Naval Academy. Using a qualitative approach, it gathers data from the current cohort of decision makers who select the stripers each semester regarding what they believe to be the desirable and undesirable qualities of striper candidates. Shifting to a quantitative approach, those qualities are then used to create variables using data from the Naval Academy classes of 1999 through 2002. A logistic regression is then estimated with the purpose of gauging if those qualities are, in fact, represented in the selectees. A model is presented which indicates that, by and large, the goals of the selection process are being met. Recommendations for minor policy adjustments and for further research are made based on the findings of both the qualitative and quantitative data. / http://hdl.handle.net/10945/985 / Lieutenant, United States Navy

Approved for public release; distribution in unlimited. / This study examines the relationship between participation in the United States Naval Academy Foundation Preparatory School Program on Midshipmen performance at the United States Naval Academy. A program review was conducted and several multivariate regression models were developed to analyze the affect of the performance of Academy Midshipmen.