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Debates about the racial representativeness of the U.S. military often fail to consider whether the racial composition of those who want to join the military reflects that of the general population. Using a sample of young men from the National Longitudinal Survey of Youth, this article examines the effects of four different specifications of the independent variables race, poverty status, high school enrollment, age, and test score on an individual's enlistment intentions. The coefficient estimates were maximum likelihood estimates of a logistic regression model with an ordinal dependent variable. The results suggest that enlistment intentions depend heavily on intellectual achievement and poverty as well as race, and that models ignoring this may attribute false importance to the effects of race on intentions to enlist.

Although a number of researchers have examined active-force enlistment at both the aggregate and individual levels, relatively little work has been done on reserve enlistment motivations at the individual level. This study uses a log-linear model to profile the self-reported motivations of male U.S. Army Reserve recruits as a function of age, educational attainment, mental category, and plans to transfer to the active Army. The empirical results suggest that there are several differently motivated subgroups of Army Reserve recruits and that the Army Reserve may play a significant role in active-Army recruiting.

Self-reported motives for enlistment in the US Army Reserve are examined as a function of age, educational attainment & proficiency, & plans to transfer to the active Army, drawing on survey data obtained from 1,364 male recruits in 1987. Several differently motivated subgroups of reserve recruits are suggested: those of traditional college age & more intellectually gifted tend to join seeking money, primarily for college; this trend is most pronounced for the youngest high school graduate recruits. Older recruits or those less intellectualy predisposed joined for self-improvement or skills training. The youngest recruits joined largely to transfer to the active Army. 3 Tables. Adapted from the source document.

This paper analyzes two decisions of Active Duty personnel: reenlistment and Reserve participation. Explanatory variables used to develop general turnover models for each decision included demographic, tenure, economic, and cognitive/affective orientation. Logit techniques were used to estimate the military affiliation models using data from the 1985 DOD Survey of Active Duty Officers and Enlisted Personnel. Results indicated that first term females tended to have both stronger Reserve intentions and stronger reenlistment intentions. Level of education affected reenlistment and Reserve intentions differently. For reenlistment intentions, college education was not a significant factor. However, enlistees with two or more years of college education had substantially stronger Reserve participation intentions than other enlistees. Cognitive/affective factors of military life had a more significant impact on reenlistment intentions than on Reserve participation intentions. Major policy implications concern the potential impact of educational incentives, the strengths of female market, and the potential for management impact in job attributes that affect military affiliation intentions. Keywords: Enlistment; Prior service market enlistment motivations; Logit models; Reserve manpower. (sdw) ; US Army Recruiting Command, Program Analysis and Evaluation Directorate ; http://archive.org/details/usarpriorservice00thom

An Internet-based survey was developed to identify factors that influence marines in their retention decisions. Questionnaire areas include: demographics and military background; satisfaction with specific aspects of military life and work; overall satisfaction; perceptions of civilian employment opportunities; intentions and expectations; and factors important to the desire to leave and the desire to stay in the USMC. Fielded between June and September, 1999, the survey yielded 10,934 usable responses for marines with 12 or fewer years of service. Respondents were separated into subgroups by officer/enlisted status, term of service (first term/careerist or junior/field grade officer) and gender. Factor analysis was used to construct composite variables from questions about the reasons contributing to the desire to leave and to stay in the USMC. Results of ranking mean scores on single and composite items indicate that the role of pay and civilian career opportunities is dominant at all pay grades as an influence to leave, and that the roles of other influences vary with officer/ enlisted status, term of service, and gender. Pride in the USMC and its organizational Values overwhelm other factors as reasons for staying for officers and are very important to career enlisted marines. ; Headquarters, U.S. Marine Corps, Quantico, VA. ; Headquarters, U.S. Marine Corps, Quantico, VA. ; Approved for public release; distribution is unlimited.

ABSTRACTLocal labor market supportability is becoming an increasingly important issue for the United States Army Reserves. As military bases close and Reserve units are consolidated at fewer Reserve centers, the appropriate reassignments of units to Reserve centers require accurate measures of the ability of local labor markets to support such consolidations. A two‐stage random effect model is applied to evaluate the geographical extent of the labor market for Army Reserve centers. In the first stage model, a lognormal distribution is used to describe the commuting distance behavior of the Reserve center members. In the second stage model, we estimate the mean of log transformed commute distance as a function of regional characteristics of the Reserve center. An iterative weighted stepwise selection method is used to find a set of characteristics that adequately predict variation of the mean commute distance over Reserve centers. The resulting model is used as inputs to location and market assessment models to assist the marketing decisions of the Army Recruiting Command.

This report presents exploratory model-building for identifying and analyzing the recruiting market for Navy occupations in the highly technical nuclear field. Variation in eligibility for nuclear occupations by race and gender subsets of the recruiting market is examined. Logistic regression models for race/gender market segments estimate the relationship of socioeconomic factors and geographic location to four classifications of mental qualifications: (1) high quality (mental category IIIA and above) eligible for Navy nuclear occupations, (2) high quality not eligible for these highly technical occupations, (3) mental category IIIB, and (4) not eligible for the military labor market (mental category IV and below). The results of these models are then used to estimate the size of nuclear qualified markets of 17 to 21 year old high school graduates at the county level. Great variation in nuclear qualification by gender and race-ethnic group is apparent in these estimates with white males qualifying at rates substantially above all other groups. Regional variation reflects these demographic characteristics. ; Navy Recruiting Command ; http://archive.org/details/navynuclearrecru00thom ; N6671592WR02063 ; Approved for public release; distribution is unlimited.

Local labor market supportability is becoming an increasingly important issue for the United States Army Reserves. As military bases close and Reserve units are consolidated at fewer Reserve centers, the appropriate reassignments of units to Reserve centers require accurate measures of the ability of local labor markets to support such consolidations. A two‐stage random effect model is applied to evaluate the geographical extent of the labor market for Army Reserve centers. In the first stage model, a lognormal distribution is used to describe the commuting distance behavior of the Reserve center members. In the second stage model, we estimate the mean of log transformed commute distance as a function of regional characteristics of the Reserve center. An iterative weighted stepwise selection method is used to find a set of characteristics that adequately predict variation of the mean commute distance over Reserve centers. The resulting model is used as inputs to location and market assessment models to assist the marketing decisions of the Army Recruiting Command. ; United States Army Recruiting Command

This report investigates factors influencing the retention behavior of young enlisted men and women in the U.S. Army Reserve. Data from the 1984 Reserve Components Survey were matched with 1989 military personnel records to gain information on actual turnover/staying behavior of enlisted Reservists. A sample of 4,042 enlisted personnel serving past-time with the Army Selected Reserve was extracted and used in developing turnover models based on threshold behavior theory. Logit regression techniques were used to estimate separate turnover models by gender and prior Active Duty service status. Explanatory variables included demographic, military background, economic incentive, and cognitive/perceptual factors. Factor analysis was used to identify dimensions among attitudinal responses and to construct a set of composite variables. Model results indicate that all prior service/gender cohorts were significantly influenced by retirement benefits. Additional significant influences for these groups include 1: intrinsic job characteristics and family status for nonprior service women; age at entry, paygrade, and income for nonprior service males; intrinsic job characteristics and drill characteristics for prior service women; and age at Reserve entry, paygrade, travel time to drill, and family status for prior service men ; U. S. Army Recruiting Command, Program Analysis and Evaluation Directorate, Research and Studies Division, Ft. Sheridan, IL ; http://archive.org/details/genderdifference00koch ; MIPR Nos. 87-38 and 87-55 ; NA ; Approved for public release; distribution is unlimited.

This report investigates factors influencing the plans of Active Duty Army nurses to join a Reserve or Guard unit on leaving Active service. Data from the 1985 DoD Survey of Officers and Enlisted Personnel were used to develop profiles of Active Duty Army nurses in three tenure groups. Logistic regression models were estimated to assess the individual and joint effects on Reserve intentions of a number of demographic, military background, economic incentive, cognitive/perceptual, and employment opportunity variables for two tenure groups and for three marital status groups. Results varied with subpopulations but generally indicate that programs which increase a nurse's satisfaction with specific facets of the working environment, which clarify promotion opportunities, and which address issues of compatability of Reserve service with family life, will positively affect Reserve intentions. Keywords: Nurse recruitment, Nurse characteristics. (sdw) ; U.S. Army Recruiting Command, Program Analysis Evaluation Directorate Research and Studies Division ; http://archive.org/details/reserveintention00koch ; Approved for public release; distribution is unlimited.

This listing of annotated references includes studies dealing with the labor market behavior of registered nurses. References describing both the military and the civilian working environments for RNs are contained in the bibliography. Because the Army must recruit and retain nurses in the context of the national labor market for nurses, a broad perspective was maintained in selecting publications. Studies dealing with the factors influential in attracting and retaining Army Active Duty and Reserve nurses are emphasized. The major subject areas of research are delineated on the basis of a supply-and- demand approach to the current nurse 'shortage'. These materials should assist researchers and policymakers in identifying factors relevant to the career decisio ; U. S. Army Recruiting Command, Program Analysis and Evaluation Directorate, Research and Studies Division, Ft. Sheridan, IL ; http://archive.org/details/recruitingretain00thom ; MIPR 87-64 ; Approved for public release; distribution is unlimited.