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Validating that Organizational Commi...

Boling, Patrick O.

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Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees./
Author:	Boling, Patrick O.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
Description:	138 p.
Notes:	Source: Dissertation Abstracts International, Volume: 78-10(E), Section: A.
Contained By:	Dissertation Abstracts International78-10A(E).
Subject:	Business administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10272633
ISBN:	9781369855081

Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees.
Boling, Patrick O.

Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 138 p.

Source: Dissertation Abstracts International, Volume: 78-10(E), Section: A.

Thesis (D.B.A.)--Capella University, 2017.

The subject of this quantitative research is the effect organizational commitment and job satisfaction have on retention and turn-over. This study seeks to determine validity and reliability of the three-component model of organizational commitment and job satisfaction survey as predictors of retention in the military. The population of this study was 20,108,332 current and former uniformed service members and civilian employees working for the military. Binary logistic regression and linear multiple regression were used to analyze predictors of respondents' intent to remain and additional years of service. Results did not support a rejection of the null hypotheses. Post-hoc Pearson bi-variant correlation analysis was conducted to measure covariance between intent to remain and each independent variable: affective commitment, continuance commitment, normative commitment, and job satisfaction. Future studies should control for the variable of involuntary (forced) separation and use a more detailed tool such as commitment profiles.

ISBN: 9781369855081Subjects--Topical Terms:

3168311
Business administration.

Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees.
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245 1 0 $a Validating that Organizational Commitment and Job Satisfaction are Predictors of Retention among Past and Present Military Employees.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2017
300 $a 138 p.
500 $a Source: Dissertation Abstracts International, Volume: 78-10(E), Section: A.
500 $a Includes supplementary digital materials.
500 $a Adviser: Clifford Butler.
502 $a Thesis (D.B.A.)--Capella University, 2017.
520 $a The subject of this quantitative research is the effect organizational commitment and job satisfaction have on retention and turn-over. This study seeks to determine validity and reliability of the three-component model of organizational commitment and job satisfaction survey as predictors of retention in the military. The population of this study was 20,108,332 current and former uniformed service members and civilian employees working for the military. Binary logistic regression and linear multiple regression were used to analyze predictors of respondents' intent to remain and additional years of service. Results did not support a rejection of the null hypotheses. Post-hoc Pearson bi-variant correlation analysis was conducted to measure covariance between intent to remain and each independent variable: affective commitment, continuance commitment, normative commitment, and job satisfaction. Future studies should control for the variable of involuntary (forced) separation and use a more detailed tool such as commitment profiles.
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710 2 $a Capella University. $b School of Business and Technology. $3 1673949
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