An Investigation of the Effects of Pay Inequity, Organizational Commitment, and Job Satisfaction on Career Intent.

摘要

Retention of United States Air Force (USAF) middle managers has been identified as a problem. One solution of this problem currently under consideration is to increase military members' monetary compensation. This thesis developed the concept of pay inequity between military and civilian monetary compensation and investigated how pay inequity combined with job satisfaction and organizational commitment to predict career intent. In order to gather data for this investigation, a survey was administered to active duty USAF personnel at Wright-Patterson Air Force Base, Ohio, during the summer of 1982. Results indicated that pay inequity and job satisfaction did not contribute to career intent in the presence of organizational commitment. However, organizational commitment and five other factors did contribute to career intent. The other factors found to contribute to career intent were time in service, future career mobility, sex, the perceived opportunity for a civilian job which offered more enjoyment than the USAF job, and age. Limitations of these results are discussed. Recommendations for further research and use of these results are presented. (Author)