Air Force First-Term Turnover: An Institutional Value Model (intrinsic-Extrinsic)
Wagner, Edwin Martin
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Permalink
https://hdl.handle.net/2142/71545
Description
Title
Air Force First-Term Turnover: An Institutional Value Model (intrinsic-Extrinsic)
Author(s)
Wagner, Edwin Martin
Issue Date
1985
Department of Study
Labor and Industrial Relations
Discipline
Labor and Industrial Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Psychology, Industrial
Abstract
The staffing strategies for the All-Volunteer force (AVF) follow an occupational employment model that, for the most part, emphasizes extrinsic rewards. This study recommends that more emphasis be given to institutional and intrinsic rewards. A causal model of turnover is developed that shows institutional values to be the most significant correlate of turnover intention (r = -.51) and of turnover behavior (r = -.40). Extrinsic values are not highly correlated with turnover intention (r = -.07); and the correlation with turnover is positive (r = .14), in this population sample of 466 first-term airmen. Intrinsic values are correlated with institutional values (r = .47); and, both values are significantly correlated with job satisfaction (rs = .32 and .47 respectively). Institutional values have a direct effect on turnover intention, as well as an indirect effect on intention through satisfaction. Intrinsic values had only an indirect effect through satisfaction. Extrinsic values were shown to be mediated through perception of the economy. In the interim between stated intentions and actual turnover, the data show that some extrinsically motivated persons change their minds and stay in, notwithstanding their earlier intentions to get out, and the Air Force dissuades the less able from staying in and persuades the more able to stay. The data do not indicate the relative number of persons that are influenced by each of the values studied. Because intrinsically motivated persons mediate their intentions through job satisfaction it is important, in terms of retention, that they be assigned to their job choices. Institutionalists seem primarily interested in institutional membership rather than specific job assignment. The data show no differences in abilities (reflected from aptitude test scores). To staff the AVF, it might be necessary to recruit persons with all of the studied values, including extrinsically motivated persons in spite of their relatively low retention rate.
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