PREDICTION OF YOUNG U.S. NAVAL OFFICER RETENTION

THIS STUDY ATTACKS THE TURNOVER/RETENTION PROBLEM BY LOOKING PRIMARILY AT THE STAYER RATHER THAN THE LEAVER IN HOPES OF FINDING FACTORS INFLUENCING CAREER DECISIONS OVER WHICH MANAGEMENT HAS SOME CONTROL. FIVE DIMENSIONS ARE DEFINED WHICH PROVIDE THE BASIS FOR ORGANIZATIONAL CLIMATE AUDIT QUESTIONS - UPWARD INFLUENCE DOWNWARD INVOLVEMENT, MUTUAL SUPPORT, ENCOURAGEMENT OF INITIATIVES, ORGANIZATION IMAGE, AND REWARDS AND RECOGNITION. RESULTS INDICATE THAT IMPROVEMENT EFFORTS AT THE UNIT LEVEL SHOULD FOCUS ATTENTION ON ORGANIZATION IMAGE, THAT POLICY ACTIONS SHOULD BE COUPLED WITH UNIT LEVEL INITIATIVES TO RAISE OR MAINTAIN ORGANIZATIONAL CLIMATE PERCEPTIONS, AND THAT THIS PERCEPTION IMPROVEMENT WOULD DECREASE THE DANGER OF LOSING HIGH PERFORMANCE INDIVIDUALS. ADDITIONAL EVIDENCE IS THUS PROVIDED THAT INTRINSIC CHARACTERISTICS OF THE IMMEDIATE JOB ENVIRONMENT INFLUENCE RETENTION AND THAT PREDICTION FROM STAYERS IS POSSIBLE. TABLES. CHARTS.