Thesis (M.S. in Management)--Naval Postgraduate School, March 2010. / Thesis Advisor(s): Crawford, Alice M. ; Thornberry, Neal E. "March 2010." Description based on title screen as viewed on April 28, 2010. Author(s) subject terms: Manpower; Recruiting; Retention; Personnel/Attrition; Special Studies; Training; Leadership. Includes bibliographical references (p. 105-110). Also available in print.

Thesis (M.B.A.)--Naval Postgraduate School, March 2005. / Thesis Advisor(s): Mark J. Eitelberg. Includes bibliographical references (p. 79-80). Also available online.

Thesis (M.A.)--University of Texas at Austin, 2006. / Includes bibliographical references. Also available via the Internet.

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

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Approved for public release; distribution in unlimited. / Our primary research interest is whether participation in the Junior Reserve Offices Training Corps (JROTC) program influences youths' propensity to enlist; and for those who subsequently enlist, the influence on retention rates and propensity to reenlist. The novelty of this thesis lies in conducting multivariate analysis of the impact of JROTC participation on enlistment, retention and reenlistment. Our data sources are (1) the 1980 High School and Beyond (HS & B) survey and (2) Defense Manpower Data Center (DMDC) enlisted personnel cohort files from Fiscal Year (FY) 1980 to 2000. We employ a number of econometric models with the HS & B data, including single equation PROBIT and LOGIT models, two-stage least squares (2SLS) with instrumental variables (IVs) and bivariate PROBIT equation. Our results show that JROTC positively influence enlistment when we treat JROTC participation as exogenous for both high school seniors and sophomores. The impact of JROTC participation on military enlistment decisions becomes negligible however, when we account for self-selection into the JROTC program of high school students. Using PROBIT and LOGIT models on the DMDC data, we find that enlisted personnel who graduated from JROTC are more likely to reenlist than non-JROTC graduates. Using the Cox proportional hazard survival analysis method, we find that JROTC graduates personnel tend to stay longer and complete their first-term than non-JROTC graduates. Synthesizing the results, we conclude that policy-makers might find it worthwhile to actively target JROTC cadets for enlistment because in the long run, it pays off in terms of higher first-term completion rates which results in cost savings in the form of enlistment bonuses and training costs. One possible extension of our study is to monetize our results for a cost-benefit analysis of the JROTC program vis--̉vis other recruitment programs. Quantifying the net benefits and costs of the JROTC program will allow policy-makers to make more informed decisions with regard to the future direction of the JROTC program. / Lieutenant, United States Navy / Civilian, Ministry of Defense Singapore

Approved for public release, distribution is unlimited / The Recruiter Assessment Battery (RAB) is a predictive test being developed by Navy Personnel Research Studies and Technology (NPRST) to aid in the selection of U.S. Navy recruiters. This thesis analyzes the predictive accuracy of the RAB. Data were gathered from Commander, Navy Recruiting Command (CNRC) and the Defense Manpower Data Center (DMDC) for a sample of recruiters on duty in 2003. Data on the recruiters' RAB score, monthly production, and Naval Recruiting District (NRD) characteristics were obtained from Commander, Navy Recruiting Command (CNRC). Demographic information on the recruiters was obtained from DMDC. Multivariate models were estimated to determine the effects of the RAB score on the average monthly production of recruiters. The results of the models showed that the RAB score is positively correlated with recruiter productivity. The models also indicated that neither NRD characteristics nor personal demographic characteristics affected the relationship between the RAB score and recruiter production. The results of the study suggest that the RAB can be used to predict recruiter productivity. Further research should be conducted on implementing the RAB in the recruiter selection process. Additionally, the relationship of RAB score to recruiter productivity and personal demographic characteristics should be investigated more extensively. / Lieutenant, United States Navy

The purpose of this study was to examine how the single-parent home environment, together with other demographic attributes like socioeconomic status, influenced young adults' decisions to enlist in the military. Adolescents transitioning into adulthood are often faced with the choices of what to do after high school, such as whether or not to join the military. Previous studies on youth enlistment in the military do not address in-depth the question of why they enlist or their motivating factors. Interviews via face-to-face, over the phone or via Skype, were conducted with 9 participants between the ages of 25-35 years who were high school graduates or GED holders who enlisted within 2 years from graduation, from single-parent homes, and separated from the military on their own accord prior to starting the study. Participants were voluntarily recruited through social media using purposeful sampling. Guided by Carl Rogers' theory of self-concept, data were analyzed via coding techniques to draw out common themes, and 4 composite themes emerged: (a) those individuals raised by absentee mothers were more likely to enlist in the military service, (b) troubled homes predicted the desire of the young adults to leave their homes, (c) evasion from the family conflict and financial stability were motivations for enlistment in the military, and (d) deprivation from human basic needs influenced the decision to enlist in the military. The findings can help with determining factors that cause disconnect in the family structure along with gaining a greater understanding a child's sense of belonging such as what is found in the military culture. Results can also be used to influence military professionals/recruiters about the specific types of individuals who are likely to be recruited into the military and how to develop and/or use tools to further assess the ability to sustain the military culture.

This study examined two research questions: 1) Is the Taylor-Johsnon Temperament Analysis (TJTA) instrument an effective instrument for predicting soldier maladjustment as measured by early discharge from the Army, and 2) Can counseling techniques be effectively employed to facilitate soldier adjustment? These research questions were answered by administering the TJTA instrument to an experimental group (N=80) and to a control group (N=149) during their first week of training. The data collection took place over a 23-month period under standardized conditions. Soldiers in both the control and the experimental groups were assigned randomly to their training units. In the control group, soldiers received normal training but the TJTA instrument results were not known by the training staff. In the experimental group, soldiers received normal training, but those who scored high in those areas of the TJTA instrument which predict maladaptive behavior were referred to a doctoral-level therapist for counseling. For both groups the TJTA did not identify or predict which soldiers would be discharged for maladjustment problems. A second study was conducted from among soldiers of other units whohad demonstrated maladaptative behavior to a degree serious enough to result in early discharge. This group was subjected to a 4-week training program designed to enhance soldier self-concept. This program was administered under the direction of drill sergeants who had received a 2-day training course in counseling techniques. More than eighty percent of these soldiers originally slated for discharge succeeded in making positive adjustments to the Army and graduated successfully into the Army.The following conclusions result from the analysis of findings of this study:1. The TJTA instrument was not predictive of maladaptive behavior of soldiers sufficient to require their discharge. 2. Formal counseling by a doctoral-level therapist was not effective in reducing maladaptive behavior. 3. Self-concept improvement training was effective in developing positive attitudes and motivations to remain in military service among soldiers who were scheduled to be eliminated from the Army for maladaptive behaviors.

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