This Thesis was directed toward the development of a descriptive, causal model of Naval Aviator retention. Studies on retention and turnover indicate that a multiplicity of organizational, work, and personal factors can be associated with the decision to withdraw from the Navy. A general model of retention, following a review of the literature, led to a specific model of Naval Aviator retention, based on a synthesis of the literature and the author's experience as a Naval Aviator. The findings that parity in pecuniary and nonpecuniary compensation between Navy and alternative employment opportunities must be addressed before Naval Aviator retention Problems can be resolved. (Author)
A General Retention Model Applied to the Naval Aviator
1980
42 pages
Report
No indication
English
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