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Differences in Race and Gender of Re...

Loeza, Samantha,

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Differences in Race and Gender of Retired Servicemembers in the Decision to Reenlist /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Differences in Race and Gender of Retired Servicemembers in the Decision to Reenlist // Samantha Loeza.
Author:	Loeza, Samantha,
Description:	1 electronic resource (145 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-02, Section: A.
Contained By:	Dissertations Abstracts International86-02A.
Subject:	Clinical psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=31557720
ISBN:	9798383694657

Differences in Race and Gender of Retired Servicemembers in the Decision to Reenlist /
Loeza, Samantha,

Differences in Race and Gender of Retired Servicemembers in the Decision to Reenlist /Samantha Loeza. - 1 electronic resource (145 pages)

Source: Dissertations Abstracts International, Volume: 86-02, Section: A.

The purpose of the study was to examine the race and gender differences among retired enlisted service members in work self-determination regarding the decision to reenlist. Existing research indicated little to no information regarding these factors. The independent variables are race and gender, and the dependent variable is work self-determination in the decision-making to re-enlist. This research utilized an adapted version of the Work Extrinsic and Intrinsic Motivation Scale, an 18-item assessment of work motivation theoretically grounded in self-determination theory. Only retired active-duty enlisted service members between the ranks of E-5 through E-9 were surveyed. Regarding race, this study only included Caucasian and Black or African American service members because they account for the largest two groups in the military. The data analysis technique was a 2X2 analysis of variance with a nonexperimental comparative design. The results from this research showed no significant differences in views on military service between women and men, regardless of race, gender, or their interaction, in the re-enlistment decision-making process of retired enlisted service members. This indicates that the sample did not provide sufficient evidence to conclude that the effect exists. However, this lack of evidence does not confirm the non-existence of the effect. This study may contribute to social change by promoting additional insight into military and work turnover studies as well as gender studies. Practical implications may include assisting in the retention of service members, thus maintaining a ready reserve.

English

ISBN: 9798383694657Subjects--Topical Terms:

524863
Clinical psychology.
Subjects--Index Terms:

Military service

Differences in Race and Gender of Retired Servicemembers in the Decision to Reenlist /
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520 $a The purpose of the study was to examine the race and gender differences among retired enlisted service members in work self-determination regarding the decision to reenlist. Existing research indicated little to no information regarding these factors. The independent variables are race and gender, and the dependent variable is work self-determination in the decision-making to re-enlist. This research utilized an adapted version of the Work Extrinsic and Intrinsic Motivation Scale, an 18-item assessment of work motivation theoretically grounded in self-determination theory. Only retired active-duty enlisted service members between the ranks of E-5 through E-9 were surveyed. Regarding race, this study only included Caucasian and Black or African American service members because they account for the largest two groups in the military. The data analysis technique was a 2X2 analysis of variance with a nonexperimental comparative design. The results from this research showed no significant differences in views on military service between women and men, regardless of race, gender, or their interaction, in the re-enlistment decision-making process of retired enlisted service members. This indicates that the sample did not provide sufficient evidence to conclude that the effect exists. However, this lack of evidence does not confirm the non-existence of the effect. This study may contribute to social change by promoting additional insight into military and work turnover studies as well as gender studies. Practical implications may include assisting in the retention of service members, thus maintaining a ready reserve.
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