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Effects of Duty Schedule Variance and Overtime on the Job Satisfaction and Turnover Intentions of USAF F-16 Crew Chiefs60,99 €![The Influence of Outsourcing on Job Satisfaction and Turnover Intentions of Air Force Civil Engineer Company Grade Officers]( "The Influence of Outsourcing on Job Satisfaction and Turnover Intentions of Air Force Civil Engineer Company Grade Officers")
The Influence of Outsourcing on Job Satisfaction and Turnover Intentions of Air Force Civil Engineer Company Grade Officers60,99 €![Critical-Care Nurses' Perceived Leadership Practices, Organizational Commitment, and Job Satisfaction]( "Critical-Care Nurses' Perceived Leadership Practices, Organizational Commitment, and Job Satisfaction")
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Job Embeddedness: A Construct of Organizational and Community Attachment Utilized to Assess Voluntary Turnover60,99 €![Work-Home Conflict: A Study of the Impact of Role Conflict on U.S. Air Force Company Grade Officer Turnover Intentions]( "Work-Home Conflict: A Study of the Impact of Role Conflict on U.S. Air Force Company Grade Officer Turnover Intentions")
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An Evaluation of Organizational and Experience Factors Affecting the Perceived Transfer of U.S. Air Force Basic Combat Skills Training60,99 €
The United States Air Force uses a variety of human resources practices to manage nearly 350,000 personnel worldwide. Programs in place such as enlistment bonuses, base of preference selection, and voluntary retraining are some of the methods currently utilized. One program, the non-commissioned officer retraining program (NCORP), allows for the movement of mid- to senior-level enlisted members to critically manned career fields. In recent years, this program has not met its quota of volunteers and has relied on involuntary retrainees to fill training slots. This study assessed the attitudinal variables of job satisfaction, perceived organizational support, and intent to stay via web-based survey of involuntarily, voluntarily, and non-retrained NCOs (n = 1,093) across all enlisted Air Force Specialty Codes. Consistent with prediction, there were significant differences in levels of job satisfaction and intent to stay among the voluntarily and involuntarily retrained groups.