Minority perceptions of opportunities and intentions to stay in the Navy

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dc.contributor.advisorKocher, Kathryn
dc.contributor.advisorEitelberg, Mark J.
dc.contributor.authorDiaz, Mary L.
dc.contributor.corporateNaval Postgraduate School (U.S.)
dc.contributor.schoolGraduate School of Business and Public Policy
dc.dateMarch 2005
dc.date.accessioned2012-03-14T17:34:46Z
dc.date.available2012-03-14T17:34:46Z
dc.date.issued2005-03
dc.description.abstractThis thesis investigates how perceptions of military opportunities affect the intentions of racial/ethnic minorities to remain in the U.S. Navy. The study uses responses of Navy personnel on the 1996 Armed Forces Equal Opportunity Survey to assess minority perceptions of equal opportunity. Logistic regression models are developed for male and female enlisted personnel and officers to determine the relationship between perceptions that opportunities are better in the military and the decision to stay on active duty or leave the Navy. The results of the quantitative analysis show that the positive perceptions about training opportunities and quality of life were significant most often, across all racial/ethnic groups and models. Further, the results show that, among racial/ethnic groups, blacks were most strongly influenced by perceptions in their retention plans. It is recommended that further research examine the relationship between racial/ethnic group and job assignments, or selection, along with the corresponding impact on perceptions and the effect of visible versus non-visible minority status on views of equal opportunity in the military.en_US
dc.description.distributionstatementApproved for public release; distribution is unlimited.
dc.description.serviceLieutenant Commander, United States Navyen_US
dc.description.urihttp://archive.org/details/minoritypercepti109452294
dc.format.extentxiv, 229 p.en_US
dc.identifier.urihttps://hdl.handle.net/10945/2294
dc.publisherMonterey, CA; Naval Postgraduate Schoolen_US
dc.rightsThis publication is a work of the U.S. Government as defined in Title 17, United States Code, Section 101. Copyright protection is not available for this work in the United States.en_US
dc.subject.authorManpoweren_US
dc.subject.authorRetention and quality of life (QoLen_US
dc.subject.authorPersonnel attritionen_US
dc.subject.authorEqual opportunity/diversity studiesen_US
dc.subject.authorManpower policy issues/special studiesen_US
dc.subject.lcshChemistry, Analyticen_US
dc.subject.lcshQuantitativeen_US
dc.titleMinority perceptions of opportunities and intentions to stay in the Navyen_US
dc.typeThesisen_US
dspace.entity.typePublication
etd.thesisdegree.disciplineBusiness Administrationen_US
etd.thesisdegree.levelMastersen_US
etd.thesisdegree.nameMaster of Business Administrationen_US
etd.verifiednoen_US
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