The importance of socio-economic factors in recruiting and sustaining the all-volunteer force.
Abstract : This thesis investigates the importance of socio-economic factors in recruiting and sustaining the All-Volunteer Force. It reviews previous research which explored the inherent factors of the recruiting effort in attaining enlistment standards. It considers the problem areas and goals of attracting and recruiting sufficient numbers of qualified enlisted personnel to fulfill the manning level requirements needed to satisfy military operations and missions. In addition, a brief history of military manpower procurement from a draft environment to the transition of volunterrism is included. The concepts of enlistment standards, factors influencing enlistment, and incentives enhancing enlistment are also discussed. This report concludes with recommendations concerning proposed changes to ensure the viability of the recruiting effort in sustaining the All-Volunteer Force concept. (Author)
The Supply of Volunteers to the Armed Forces Revisited
Abstract : The objective of the paper is to re-examine wage and unemployment elasticities of the supply of volunteers to the United States Armed Forces in the absence of the draft. It is shown that earlier studies must be reconsidered due to the omission of a measure of the resources employed in manpower procurement. When a resource variable is included in the supply equation, wage and unemployment elasticities based upon 1970 data are obtained which are substantially lower than those reported earlier. This implies that volunteers may not be as responsive to wage increases as previously assumed, which could make the wage increases to raise an all-volunteer military establishment much greater than anticipated.
When enough is too much: Communication apprehension and employee information experiences
This study examines the relationships between supervisor communication apprehension, employee communication apprehension, and employees' reports of information received from their supervisor. Results indicated that supervisor communication apprehension was negatively related to employees' reports of information received. Employee communication apprehension and employees' reports of information received from supervisors were not significantly related. Supervisor communication apprehension was negatively related to the information load reported by employees. Finally, a positive relationship was identified between employee communication apprehension and the information load reported by employees.