United States Air Force Navigator Rated Management: Current Force ImbalanceIssues as they Relate to Retention Propensity

摘要

This graduate research paper investigates the issues surrounding the currentimbalance of navigator manning and its possible relationship to any navigator retention trends. The paper examines two aspects; the first tracing officer personnel policy history and those factors related to the current manning environment, and the second centering on classical retention theory. The final section of this paper discusses the application of the predictors of turnover. Four investigative questions established in Chapter 1 are addressed: (1) What is the historical significance of Air Force personnel policy and what issues surround its evolution. (2) What is the nature of the current navigator force imbalance and how does it support/not support the strategic vision for flying operations. (3) How do perceptions in the career field align with current human resource management theory on employee turnover. and (4) How can the Air Force enhance its retention efforts to help develop a stronger more effective rated force for the future. Although no empirical conclusions can be made by applying data and observations to the turnover predictors, the paper concludes there is potential for the navigator career field to experience lower retention patterns.