Thesis (M.A.)--Rowan University, 2006. / Typescript. Includes bibliographical references.

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.

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.

This study analyzes the responses of enlisted reserve personnel to the 2000-2001 Navy Reserve Career Decision Survey using multivariate logistic regression. Enlisted Naval Reservists' retirement intentions are assessed with respect to the effect of demographic and military background characteristics, unit-type, and reserve experiences. Among the reserve experience variables, perceptions about the importance of training, accomplishment recognition, family impact, civilian job impact, education benefits, leadership, career development, personal meaning, and time spent working in a primary designator are all significant influences on career plans. Marital status, pay grade, time in the Selected Reserves, and prior duty status are also significant predictors. While unit type and rating variables are not individually significant, each group of variables is jointly significant. Marital status, pay grade, time in service, and reserve experience variables have the greatest effects on a respondent's intent to stay to retirement and should be considered when evaluating and creating retention policies and/or programs for the Naval Reserve organization. It is recommended that follow-on studies be conducted to compare the 2005 responses with the 2000-2001 responses to the Reserve Career Decision Survey to provide a better understanding of enlisted reserve retirement intentions in the 9/11 military environment.

Approved for public release; distribution is unlimited / This study seeks to identify successful youth development programs and the reasons for their success; to describe the Junior Reserve Officers' Training Corps (JROTC) and its achievements; to compare JROTC with successful youth development programs; and to explore the impact of JROTC on military recruiting. The descriptive analysis and comparison of programs are based on an extensive review of previous research. The effects of JROTC on recruiting were examined through longitudinal data files, covering military enlistments from 1990 through 2001, obtained from the Defense Manpower Data Center. The results show that JROTC is similar to a number of other programs in successfully promoting youth development. Nevertheless, no single program can match JROTC in its size, level of funding, and scope of accomplishments. Further, information on enlistments suggests that JROTC assists military recruiting in several ways: 85,000 graduates of JROTC joined the military in the period studied; the first-term attrition rates of JROTC graduates were consistently lower than those of all recruits; and the positive effects of JROTC were most noticeable among certain demographic groups. Further research is recommended to study added dimensions of youth development, various other effects of JROTC on recruiting, and the economic implications of the program. / Major, United States Marine Corps

Thesis (M.S. in Management)--Naval Postgraduate School, June 2003. / Thesis advisor(s): Mark J. Eitelberg, Gail Fann Thomas. Includes bibliographical references (p. 89-94). Also available online.

Thesis (B.A.)--Haverford College, Dept. of History, 2002. / Includes bibliographical references.

Thesis (Ph. D.)--Rutgers University, 2007. / "Graduate Program in Political Science." Includes bibliographical references (p. 292-306).