Analysis of Turnover Intentions: A Reexamination of Air Force Civil Engineering Company Grade Officers.

摘要

A potential retention problem is facing company grade officers (CGOs) in the Air Force Civil Engineer (CE) career field. This is due to the stress caused by a demanding workload experienced during a prolonged period of conflict (Iraq and Afghanistan), which is compounded by a reduction in force. The possibility of reduced retention is thus a concern for CE leadership. Based on past research, and the prior study conducted by Riddel (2010), a new model of turnover intentions was developed. The new model expands on Riddel's simplified model of turnover and attempts to focus on key factors that may help explain what drives turnover intentions in the CE CGO community. Two proven methodologies, independent t-testing and structural equation modeling (SEM), were applied independently to determine the following: how subgroups in the population differ in their perceptions of turnover intentions, and the most important drivers of turnover intentions. The research found, through t-testing, that marital status and age (20s versus 30s) resulted in statistically significant differences in perceptions regarding turnover intentions. Perceived organizational support (POS) was found to be the most significant exogenous variable that influenced the mediator variables (job satisfaction and organizational commitment) and the endogenous variable of turnover intentions. Implications of this research include targeting retention programs at certain groups and understanding which programs are most appropriate for increasing retention.