Manpower Systems Analysis Theses

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Manpower Systems Analysis Theses

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Degree-Earning Works

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Department of Defense Management (DDM)

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FIGHT SMARTER, NOT HARDER: MCDP-7 – REINVIGORATING THE PHILOSOPHY OF MANEUVER WARFARE THROUGH LEARNING
(Monterey, CA; Naval Postgraduate School, 2021-09) Lester, Jordan T.; Powley, Edward H., IV; Augier, Mie-Sophia E.; Department of Defense Management (DDM); Graduate School of Defense Management (GSDM)
This thesis will be qualitative in nature, utilizing published literature, scholarly writings, congressional testimonies, academic journals, previous theses, and public records. The literature review will take a look at relevant works in providing an understanding of selected themes from Marine Corps Doctrinal Publication 7, Learning (MCDP-7) on "why" learning is critically important to the profession of arms, and to address certain methods for "how" the Marine Corps can improve a Marine's learning and thinking capabilities. The goal of my review is to provide an understanding of how the Marine Corps can improve its ability to better understand its current complex environment, enhance its ability to quickly recognize changing conditions, increase its adaptability, and improve its ability to outthink adversaries by making learning an organizational priority. This thesis will review and cover selected themes in MCDP-7 with relevant academic literature and extend further steps for implementing MCDP-7. The increasing uncertainty in our strategic environment, as well as the internal complex problems we are encountering today as a nation, makes it critically important that our institution focuses on the warfighter's learning, thinking, and education
CONTINUATION OF THE EFFECTS OF DIVERSITY ON RETENTION
(Monterey, CA; Naval Postgraduate School, 2021-06) Wu, Wei Y.; Tick, Simona L.; Eger, Robert J., III; Department of Defense Management (DDM); Graduate School of Defense Management (GSDM)
Diversity and inclusion (D&I) can be a source of competitive advantage, both in the private sector and the U.S. military. Arkes et al.’s 2020 work, “The Effect of the Diversity on First-Ship Assignment on First-Term Retention Decisions,” found that increased diversity among peers and immediate supervisors can lead to higher retention. This thesis extends on prior research on retention for minority and non-minority groups in the Navy overall, and across different geographical locations, ship classes, and Navy enlisted communities. Using a large sample on first-term enlisted Sailors’ reenlistment decisions made from FY 1998 to FY 2017 in the surface warfare community, and a multivariate statistical analysis approach with a difference-in-difference design, this thesis finds that first-term black Sailors are more likely to reenlist relative to white Sailors in all ports, ship classes, and enlisted communities. However, the results show no evidence that female Sailors experience any different retention rates than their male counterparts. The findings provide a starting point for examining the culture of diversity and inclusion behaviors across the Navy to assess D&I behaviors, identify key inclusion metrics, and refine and implement D&I competencies on education and training in the fleet.
FIT V. FAT: REEVALUATING THE USMC BODY COMPOSITION PROGRAM TO INCREASE ACCURACY AND OPTIMIZE LONG-TERM PERFORMANCE
(Monterey, CA; Naval Postgraduate School, 2022-03) Lopez, Cristina; Seagren, Chad W.; Heissel, Jennifer A.; Department of Defense Management (DDM); Department of Defense Management (DDM); Healey , Olivia, Cornell University
Current weight and circumference-based standards rely on an outdated study from 1984 that included few non-white servicemembers. This research analyzes the impacts of recent changes in USMC body composition standards and requirements on the performance of Marines. This research compares the distribution of weight before and after a point in time for various weight zone groups and evaluates how physical fitness scores are impacted by policy given a servicemember’s previous weight. There is evidence that servicemembers actively manage their weight to stay below the weight threshold. This provides evidence that servicemembers avoid the overweight category and consequently, the scrutiny of the circumference-based method. This research does not find a strong relationship between weight and performance, but prior research highlights that restrictive weight standards are associated with adverse health behaviors such as dehydration tactics or disordered eating. Weight loss induced by weight standards may also be associated with increased injury rates. The Marine Corps should reevaluate the body composition program and consider policy changes to incentivize performance, focus on health, and use current predictors of performance to assess servicemembers, rather than appearance standards based on the circumference-based method. These changes could pay dividends toward overall combat readiness and performance.
ASSESSING THE IMPACT OF RECOGNITION ON THE RETENTION OF ROYAL AUSTRALIAN AIR FORCE PERSONNEL
(Monterey, CA; Naval Postgraduate School, 2022-03) Tyson, Daniel; Ahn, Sae Young; Department of Defense Management (DDM); Department of Defense Management (DDM); Tick, Simona L.
With the introduction of technologically complex aircraft such as the F-35 in the Royal Australian Air Force (RAAF), it is increasingly important to retain RAAF members in the aviation technical workforce to capitalize on their experience, skills, and knowledge. Using quantitative regression analysis, this thesis examines whether awards predict the probability of separation and promotion of members in the RAAF aviation technical workforce. Using individual-level personnel data from 2016 to 2020, I estimate Linear Probability retention and promotion models. The results indicate that members with B or C promotion codes who receive awards perceived as less prestigious are 36% less likely to separate in the following year. By contrast, receiving an award shows no difference in the likelihood of separation for high-performing members (i.e., those with A promotion codes). Further, receiving any type of award increases a senior member’s probability of promotion by 45.8%, and each additional award increases the promotion probability by 22.9%. Awards of any type had no discernable effect on the promotion likelihood of junior members of the aviation technical workforce. These findings indicate awards might work as a retention tool for members who are performing well (those with B or C promotion codes) but are not considered competitive for promotion, providing insights into the management of rewards for the RAAF aviation technical workforce to incentivize retention and performance.
ANALYSIS OF THE PHYSICAL AND MENTAL IMPACTS OF HEIGHT AND WEIGHT STANDARDS ON MARINES
(Monterey, CA; Naval Postgraduate School, 2024-03) Lallemand, Erick Jr.; Friedman, Mitchell; Department of Defense Management (DDM); Department of Defense Management (DDM); Powley, Edward H., IV
The Marine Corps currently measures body mass index using standards that date back to the middle of the 20th century, which appear to be no longer applicable to today’s service members. The current policy is influencing Marines to adopt unhealthy lifestyle habits that encourage the use of rapid weight loss techniques in order to meet these standards, which contributes to physical and mental health issues. To learn more about individual Marines’ perceptions of current policy, this study consisted of nine semi-structured interviews with the data collected analyzed to identify any common themes, feelings, and perceptions about the current Marine Corps policy regarding height and weight requirements. Given the number of interviewees, this research was a limited population sample which did not allow for a full representation of Marines based on race, gender, MOS, and other key demographic information. The main observations based on interview data points toward the Marine Corps’ re-evaluation and updating of current methods of measuring body mass index in order to allow service members to maintain healthier weights without sacrificing their physical or mental health. These changes could significantly impact the overall health and combat readiness of the fighting force and potentially improve retention rates within the Marine Corps.
BLENDED RETIREMENT SYSTEM OPT-IN DECISIONS: A BEHAVIORAL ECONOMICS ANALYSIS
(Monterey, CA; Naval Postgraduate School, 2019-03) Brockert, Nicholas D.; Cunha, Jesse; Bacolod, Marigee; Department of Defense Management (DDM); Business and Public Policy (GSBPP)
Modernization of the military retirement system, beginning in 2018, left many Marines with an important decision to make about their futures. They were allowed 12 months to choose whether it was in their best interest to opt into the new Blended Retirement System (BRS), or to remain under the legacy High-3 retirement plan. By analyzing their choices through the lens of behavioral economics, the primary goal of my research is to determine if Marines made rational or irrational retirement savings decisions. By the end of 2018, 49 percent of eligible Marines opted into the BRS, 28 percent opted out of the BRS, and 23 percent failed to register a decision via Marine Online, making a passive choice for the status quo. I find significant variation in the timing of Marines’ opt-in decisions, and those with lower years of service, who are younger, and more cognitively able are more likely to have opted in. Using a Linear Probability Model, I also find life events such as a change in the number of dependents, promotion, and re-enlistment to be significant determinants of their choices. Lastly, I provide summary statistics on their Thrift Savings Plan contribution percentages. Through analysis of this information, I find some evidence that Marines may have demonstrated irrational behavior with regard to their retirement decision making, suggesting that some pundits’ predictions prior to the opt-in period were overly optimistic.
STUDY OF DUAL-SERVICE OFFICER RETENTION IN THE U.S. NAVY AND U.S. MARINE CORPS
(Monterey, CA; Naval Postgraduate School, 2018-12) Kocis, Nathalie C.; Sonntag, Kimberly J.; Eitelberg, Mark J.; Tick, Simona L.; Department of Defense Management (DDM); Graduate School of Business and Public Policy (GSBPP); Graduate School of Business and Public Policy (GSBPP)
Since the all-volunteer force began, the number of dual-service marriages has risen. Retention of diverse, skilled personnel is critical to national security. This study examines retention rates of Navy and Marine Corps officers by focusing on marital status and identifies themes in dual-service experiences to explain retention behavior. Quantitative multivariate data analysis of 27,126 officers commissioned from 1998 to 2003 is used to identify factors such as marital status, gender, race, and commissioning source to explain retention outcomes. Regression analyses indicate that dual-service officers have higher retention rates than their single counterparts across time. However, compared with officers married to civilians, dual-service officers tend to retain at similar rates early in their careers but at lower rates after 10 years of service. Focus group discussions reveal that navigating a rigid career path while maintaining a family in a system with varying support and flexibility can strongly influence a dual-service officer’s decision to remain in military service. Policy changes addressing concerns regarding colocation and more flexible career paths are an ongoing approach to retaining dual-service officers. Future research should be expanded to include a larger population representing all occupational fields, ranks, education, and parental status.
Women in combat : attitudes and experiences of U.S. Military Officers and Enlisted personnel
(Monterey, California. Naval Postgraduate School, 2001-12) Porter, Laurie M.; Adside, Rick V.; Crawford, Alice; Eitelberg, Mark J.; Department of Defense Management (DDM)
This study examines the attitudes and experiences of a selected group of U.S. military members regarding the service of women in combat. A survey was administered in October 2001 to enlisted personnel at the Defense Language Institute and to officers at the Naval Postgraduate School in Monterey, California. A total of 276 enlisted personnel and 550 officers participated in the survey, with response rates of 69 percent and 55 percent, respectively. Focus groups were also convened. Respondents represented all military services, but were concentrated in certain pay grades and occupational areas (especially for enlisted personnel). Generally, four out of five respondents felt that women should serve in some capacity in military combat. Further, one-third of all respondents believed that qualified women should be allowed to volunteer for combat units, while one-third said they were satisfied with the policy in effect at the time of the survey (allowing women in all units except infantry, armor, submarines, and special forces). Differences in attitudes and experiences were found between men and women, officers and enlisted personnel, and members of the different branches of service. It is recommended that further research explore the use of gender-neutral standards in assigning military personnel to combat units.
JOINT PROFESSIONAL MILITARY EDUCATION: THE IMPACT OF BROADENED LEARNING ON MEDICAL STAFF OFFICERS
(Monterey, CA; Naval Postgraduate School, 2022-03) Jenkins, Kenneth R.; Tick, Simona L.; Department of Defense Management (DDM); Department of Defense Management (DDM); Augier, Mie-Sophia E.
Joint Professional Military Education, Phase I (JPME-I) is an underutilized educational opportunity among the Navy’s medical staff officers at a time of increasing jointness and complexity in the delivery of healthcare across the Military Health System. I employ a quantitative multivariate approach using individual-level personnel data from the Navy’s Officer Personnel Information System (OPINS) to study the 2001-2005 cohorts of Navy medical staff corps personnel to ascertain the relationship between JPME-I completion and an officer’s probability of promotion to O-4 and O-5. I find that the completion of JPME-I, by itself, has no significant predictive power on the probability of promotion but that JPME-I completion in combination with two other courses of professionally broadening education does predict higher likelihood of selection for promotion to both O-4 and O-5. Recent changes in the delivery of the JPME-I curriculum improve the convenience and efficiency for officers who choose to pursue this enriching course of study. Senior medical staff corps officers can enhance their subordinates’ professional development when they encourage the completion of JPME-I as part of a learning strategy that integrates a broad range of educational experiences.
ANALYSES OF FEMALE PARTICIPATION IN UNITED NATIONS PEACEKEEPING OPERATIONS
(Monterey, CA; Naval Postgraduate School, 2022-03) Budhi, Verry I.; Gooch, Elizabeth F.; Department of Defense Management (DDM); Department of Defense Management (DDM); Lowery, Tammy, EEO Office NPS
The United Nations issued the UN Security Council Resolution 1325 in 2000 and nine following resolutions promoting the Women, Peace, and Security agenda to protect more women in conflict areas and increase female participation in global peacekeeping operations. This research discusses essential issues about increasing female participation in UN missions. This thesis focuses on three critical areas: why the UN still has slight female participation in the missions, what the UN wants by adding more women to the forces, and how well the female participation campaign works so far. Monthly gender data from the official UN database and relevant literature are used in the research. The theoretical section connects the relationship between economic theories and the status quo of the UN peacekeeping labor market. The empirical research uses time-series data to measure the current trend of female numbers and calculate the estimated strength in the future. Two factors affect the missing number of female peacekeepers: the discrimination prejudices at a societal level and risk preference at an individual level. Findings show female participation in UN peacekeeping operations has a slightly positive trend during the last two decades; however, the number still has some room for improvement in the future.