Toward a "Dashboard" Indicator of Retention in U.S. Navy Personnel

Marcus K Taylor; Lisa M Hernández; A Monique Clinton-Sherrod

doi:10.1093/milmed/usaa278

Toward a "Dashboard" Indicator of Retention in U.S. Navy Personnel

Mil Med. 2021 Jan 30;186(1-2):119-126. doi: 10.1093/milmed/usaa278.

Authors

Marcus K Taylor¹, Lisa M Hernández^{1

2}, A Monique Clinton-Sherrod³

Affiliations

¹ Warfighter Performance Department, Naval Health Research Center, San Diego, CA 92106, USA.
² Leidos, San Diego, CA 92121, USA.
³ U.S. Navy, 21st Century Sailor Office (OPNAV N17), Arlington, VA 23461, USA.

PMID: 33005931
DOI: 10.1093/milmed/usaa278

Abstract

Introduction: Retention is a top priority for the U.S. Navy. However, our understanding of factors influencing retention of Navy personnel is limited. Current research implies that poor mental health, low appraisals of unit cohesion, low leadership satisfaction, and low social support may adversely affect retention. There is a need to understand how these and other factors influence retention in U.S. Navy personnel. We evaluated a broad range of factors influencing job satisfaction and career intentions (proxies of retention) in a large sample of Navy service members.

Materials and methods: Seven hundred and ninety-eight U.S. Navy men and women participated in this study as part of the Naval Unit Behavioral Health Needs Survey (NHRC.2014.0006). Independent variables included personal and unit morale, unit cohesion, affective organizational commitment, social support, behavioral health, sleep, leadership satisfaction, and perceived stress. Dependent variables include job satisfaction and career intentions. Separate multivariate regression models examined the unique and combined associations of independent and demographic variables with each dependent variable, respectively.

Results: Regression models accounted for 48% of variance in job satisfaction and 55% of variance in career intentions, respectively. The most robust predictors of job satisfaction were affective organizational commitment (i.e., one's emotional attachment to, identification with, and involvement in an organization), depressive symptoms, unit cohesion, and perceived stress; primary predictors of career intentions included affective organizational commitment, years of military service, marital status, and race/ethnicity.

Conclusion: In this study, we identified diverse predictors of job satisfaction and career intentions of Navy men and women, with overall models accounting for substantial variance in both outcomes. This study informs evidence-based policies, programs, practices, and processes designed to influence job satisfaction, career intentions, and retention in U.S. Navy service members. These study findings also inform the development of a dashboard indicator of retention of U.S. Navy men and women.