In an attempt to balance resource availability and workload, leaders in the United States Air Force have attempted to manage the budgets by fluctuating manpower levels. There is minimal research of multiple affiliations (active duty military, government civilians and contractors) and the effects of manpower reductions on the organization. This study collected data on career anchors and satisfaction levels to find the similarities and differences of multiple affiliations in the United States Air Force. The results of this study showed that there were correlations between career anchors and satisfaction scores. There were also differences between affiliations when comparing career anchors and job satisfaction scores. The largest differences came in the area of satisfaction when broken out by rank and age. Almost 28% showed intent to leave and another 22% of those are undecided on their intent. Additionally, 25% showed that job satisfaction influenced their decision to stay, 76% stated that their current position was relevant to their satisfaction and over 45% stated that their motivation for career selection was job satisfaction. A strong positive correlation was discovered between satisfaction and intent to stay. Those more satisfied expressed a desire to stay beyond their commitment while those scoring lower in satisfaction expressed their desire to depart once their commitment was completed. Leadership must find innovative ways to motivate the members of all affiliations in order to ensure retention does not become a concern when the economy improves.
|Adviser||Valerie J. Coxon|
|Subjects||Management; Organization theory|
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