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dc.contributor.advisorBacolod, Marigee
dc.contributor.advisorHeissel, Jennifer A.
dc.contributor.authorLaurita, Laura
dc.contributor.authorMolloy, Matthew
dc.date.accessioned2019-05-15T19:37:54Z
dc.date.available2019-05-15T19:37:54Z
dc.date.issued2019-03
dc.identifier.urihttp://hdl.handle.net/10945/62267
dc.descriptionApproved for public release. distribution is unlimiteden_US
dc.description.abstractThe United States has no federal mandates for paid family leave (PFL), an unusual standing among the world’s developed countries. Recent Department of Defense (DoD) policy initiatives have expanded paid maternity and family leave to offer more support to new mothers and other caregivers. The DoD’s increase in maternity leave is a unique policy change for a large and diverse organization. Family leave policies are established as an incentive for attracting and retaining talent. Military leadership emphasized the need to retain the talent and value of female service members as motivation for recent paid maternity leave expansion. Few papers have examined how large-scale programs such as PFL affect parental behavior across demographics in the United States. With a better understanding of the effects from PFL policy changes, the military can employ policy aimed at retaining service members. Our paper examines recent changes to DoD parental leave policy for active duty service members. In 2015, the Department of the Navy tripled paid maternity leave from 6 to 18 weeks. In 2016, the DoD standardized paid maternity leave, reducing Navy and Marine Corps policy from 18 to 12 weeks of maternity leave and expanding Army and Air Force policy from 6 to 12 weeks of maternity leave. Our study uses difference-in-difference and regression discontinuity design methods to examine the impact of these policy changes on retention, birth and pregnancy outcomes, and parental leave taken.en_US
dc.description.urihttp://archive.org/details/theeffectsofpare1094562267
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.titleTHE EFFECTS OF PARENTAL LEAVE POLICY CHANGES WITHIN THE UNIFORMED MILITARY SERVICESen_US
dc.typeThesisen_US
dc.contributor.departmentBusiness and Public Policy (GSBPP)
dc.contributor.departmentBusiness and Public Policy (GSBPP)
dc.subject.authorpersonnelen_US
dc.subject.authormanpower policyen_US
dc.subject.authorretentionen_US
dc.subject.authorseparationen_US
dc.subject.authormanpower policy issuesen_US
dc.subject.authorspecial studiesen_US
dc.subject.authorquality of lifeen_US
dc.subject.authorQOLen_US
dc.subject.authormaternityen_US
dc.subject.authorpaternityen_US
dc.subject.authorparental leaveen_US
dc.subject.authorfemale studiesen_US
dc.subject.authorbirthen_US
dc.subject.authorpregnancyen_US
dc.subject.authorDepartment of Defenseen_US
dc.subject.authormilitaryen_US
dc.subject.authorNavyen_US
dc.subject.authorMarine Corpsen_US
dc.subject.authorArmyen_US
dc.subject.authorAir Forceen_US
dc.description.serviceCaptain, United States Marine Corpsen_US
dc.description.serviceLieutenant, United States Navyen_US
etd.thesisdegree.nameMaster of Science in Managementen_US
etd.thesisdegree.nameMaster of Science in Managementen_US
etd.thesisdegree.levelMastersen_US
etd.thesisdegree.levelMastersen_US
etd.thesisdegree.disciplineManagementen_US
etd.thesisdegree.disciplineManagementen_US
etd.thesisdegree.grantorNaval Postgraduate Schoolen_US
dc.identifier.thesisid31934


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