This thesis evaluates the effects of minority command leadership on the first-term reenlistment decisions of underrepresented junior enlisted sailors in the U.S. Navy. In this thesis, I build a data set for Navy enlisted personnel and officers observed from fiscal years 1995 to 2018. Using a linear probability model and an ordinary least squares regression analysis approach, I analyze the first-term retention rates for minority enlisted sailors based on different levels of exposure to minority naval command leadership. This thesis found statistically significant evidence that suggests that same-minority command leadership influences the reenlistment of minority sailors. The results also demonstrate that increased diversity leads to greater reenlistment rates among non-minorities. These findings on the influence on junior enlisted sailors suggest that the Navy could present more opportunities for minorities to assume senior leadership positions in hopes of increasing minority recruiting, retention, and diversity. Moreover, this research provides support to policy adjustments not only in the Navy, but throughout the military toward placing more underrepresented but qualified personnel in leadership positions to exploit role model effects on retention of entry-level rated enlisted personnel. In addition, insights gained from this thesis may help Navy decision-makers further develop and foster a culture of inclusion across all ranks, designators, rates, and ratings.
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