Study

Report

2005-05

A Comparison of the FY03 and FY99

First Term Attrition Study Cohorts

Daniel J. Putka and William J. Strickland

Human Resources Research Organization

20051110 018

United States Army Research Institute

for the Behavioral and Social Sciences

September 2005

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for the Behavioral And Social Sciences

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Peter Legree, U.S. Army Research Institute

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A Comparison of the FY03 and FY99 First Term Attrition DASWO-98-D-0047/0046

Study Cohorts 5b. PROGRAM ELEMENT NUMBER

665803

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Daniel J. Putka and William J. Strickland (Human Resources D730

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14. ABSTRACT (Maximum 200 words): Retention of enlisted members is among the Army's formidable personnel

challenges. First term attrition is of particular concern. To better understand the causes and identify strategies to

manage first-term attrition, the United States Army Research Institute for the Behavioral and Social Sciences (ARI)

initiated the "First Term Soldier Attrition and Management Research Project." Under this effort, numerous surveys

were administered to a substantial proportion of the FY99 enlistment cohort, and longitudinal models explaining

attrition were developed. Given changes in the recruiting environment since 1999, questions arose about the

relevance of results from the FY99 cohort for application with current cohorts. The current study represents a limited

replication of the First Term Project using FY03 accessions. The results presented in this report suggest that the

FY03 and FY99 cohorts are quite similar. Though some differences were found, they did little to diminish the

predictive validity and utility of variables and models identified as salient predictors of BCT attrition in the FY99

longitudinal study. In light of these findings, recommendations made based on the FY99 cohort's longitudinal study

with regard to how the Army can use these results to manage BCT attrition still hold.

15. SUBJECT TERMS

Manpower, Personnel, Training

S "SECURITYOCLASSIFICATION OF::: : SEURTYCLSSFIAO O. 19. LIMITATION OF 20. NUMBER 21. RESPONSIBLE PERSON

ABSTRACT OF PAGES Ellen Kinzer

16. REPORT 17. ABSTRACT 18. THIS PAGE

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ii
Study Report 2005-05

A Comparison of the FY03 and FY99

First Term Attrition Study Cohorts

Daniel J. Putka and William J. Strickland

Human Resources Research Organization

Selection and Assignment Research Unit

Michael G. Rumsey, Chief

U.S. Army Research Institute for the Behavioral and Social Sciences

2511 Jefferson Davis Highway, Arlington, Virginia 22202-3926

September 2005

Army Project Number Personnel and Training

665803D730 Analysis Activities

Approved for public release; distribution is unlimited.

iii
iv
FOREWORD

Attrition of substantial numbers of Army enlisted personnel during training and beyond

has been and continues to be a significant Army problem. It is both expensive and a challenge to

readiness. Key to addressing the problem is a better understanding of its causes. To this end, the

United States Army Research Institute for the Behavioral and Social Sciences (ARI) initiated the

"First Term Soldier Attrition and Management Research Project." In this project, the FY99

enlisted Army cohort was examined from entry through completion of their first term to explore

causes, correlates, and strategies to manage attrition. One problem with longitudinal research is

that one can never be sure by the time it has been completed that the environment is the same as

when it was initiated. In between the time the First Term project started and the end of FY03,

9/11 happened, the Army initiated major deployments to Afghanistan and Iraq, and the Army

increased its emphasis on recruiting from the college-age population. To what extent did any of

these circumstances call into question the applicability of findings from the First Term project?

The study reported here was conducted to answer this question. A new cohort, the FY03 cohort,

was followed from entry to completion of training. Many of the same instruments and same

procedures used in the First Term project were used here to allow a reasonable comparison.

This effort was conducted as part of ARI's FY03 Studies and Analyses Program, Project

665803D730, Work Package 286. It was sponsored by the Army Accessions Command (AAC),

U. S. Army Training and Doctrine Command (TRADOC). Results were briefed to an Army

External Review Panel consisting of representatives from AAC, TRADOC; the Office of the

Deputy Chief of Staff for Operations and Training, TRADOC; and the Enlisted Division, Office

of the Deputy Chief of Staff for Personnel, Army G-1.

MICHELLE SAMS

Technical Director

v
ACKNOWLEDGEMENTS

This report reflects the efforts of many individuals and agencies without whom this

project could not have been completed. We owe special thanks to the Soldiers in the Fiscal Year

2003 cohort for taking the time to complete these surveys and to give us reasoned, honest

answers. The U.S. Army Training and Doctrine Command (TRADOC) provided critical support

that allowed the timely and staggered collection of data from Soldiers at Reception Battalions

and at the end of training. Those data provide the foundation for the analyses and conclusions

reported here.

Within HumRRO, numerous staff members participated in the project. A team from

HumRRO's Fort Knox office, under the direction of Ms. Charlotte Campbell, managed the onsite data collection at Fort Knox and Fort Jackson. Ms. Jessica Terner Durk, Mr. Jeff Barnes, Ms.

Shonna Waters, and Ms. Sonia Kim worked wonders under tight time restrictions to get survey

responses opened, logged, scanned, checked, and cleaned, and to deliver a quality product. Ms.

Winnie Young's support in providing extracts from Army administrative files has been

outstanding. Dr. Peter Ramsberger and Dr. W. S. Sellman provided valuable feedback in

technical reviews of draft reports for the project.

We owe special thanks to our Delivery Order Contracting Officer's Representative (DOCOR), Dr. Peter Legree, for guidance and support in all aspects of the project.

vi
EXECUTIVE SUMMARY

Retention of enlisted members is among the Army's formidable personnel challenges.

First term attrition is of particular concern. Over one-third of entering recruits fail to complete

obligated enlistment terms; over one-tenth fail to complete initial entry training. Such personnel

turnover has been a persistent problem for the volunteer force that compounds recruiting

pressures and detracts from force readiness.

To better understand the causes and identify strategies to manage first-term attrition, the

United States Army Research Institute for the Behavioral and Social Sciences (ARI) initiated the

"First Term Soldier Attrition and Management Research Project." Under this effort, numerous

surveys were administered to a substantial proportion of the FY99 enlistment cohort. These

survey data were merged with Army personnel and training files to create an integrated database

to explore causes, correlates, and strategies to manage attrition. Findings from the FY99 study

have been briefed to the Army Accessions Command, TRADOC, and have been reported in ARI

technical reports.

After being briefed on the interim results of the FY99 cohort study, Accessions

Command requested that ARI collect additional data and analyze a newer enlisted cohort. There

have been substantial changes in the recruiting environment since the FY99 cohort arrived at

Basic Combat Training. The economy has changed, and the world has changed. Recruits now

face the certainty of deployments to combat zones. Based on analyses of the potential recruiting

market, Accessions Command targeted college-bound and college-enrolled youth for increased

attention. Thus, there was concern that results based on the FY99 cohort might not generalize to

cohorts recruited in more recent years. In light of this concern, the current study (i.e., the FY03

attrition study) was conducted. This study was undertaken in recognition of (a) the potential

utility of replicating and extending the FY99 study results using a recent enlistment cohort, and

(b) the possibility that differences between the FY99 enlistment cohort and more recent cohorts

may limit the generality of conclusions based on the FY99 study.

This report answered the following questions:

1. How demographically similar are Soldiers in the FY99 and FY03 cohorts?

a The FY99 and FY03 cohorts are very similar in terms of their demographic composition.

2. How similar are Soldiers in the FY99 and FY03 cohorts with regard to their standing on

survey variables reflecting their experiences, attitudes, and beliefs?

• As was the case with the demographic composition of the FY99 and FY03 cohorts,

survey responses at Reception and End of Training were quite similar across cohorts. The

largest differences were associated with survey composites that reflect Soldiers' desire to

serve their country, core Army values, and favorable reactions toward the Army (e.g.,

favorable military vs. civilian comparisons, affective commitment, satisfaction with the

Army). Mean scores on such variables were generally about .20 to .40 standard

deviations higher for FY03 Soldiers than for FY99 Soldiers. At the same time, the top

three reasons Soldiers cited for joining the Army remained the same both cohorts: #1 -

Educational benefits, #2- Training in job skills, and #3- Security and stability of a job.

vii
3. Do the survey composites formed in the FY99 cohort maintain their level of reliability

(internal consistency) in the FY03 cohort?

* Nearly all survey composites formed as part of the FY99 longitudinal study maintained

their level of internal consistency in the FY03 cohort.

4. How similar are the base rates and composition of Basic Combat Training (BCT) attrition in

the FY99 and FY03 cohorts?

* The base rates and composition of BCT attrition in the FY99 and FY03 cohorts were

quite similar, as was the distribution of attrition across the first 9 months of service.

5. Do pre-training administrative and survey variables have similar levels of validity for

predicting BCT attrition in the FY99 and FY03 cohorts?

* The majority of relationships between pre-training survey variables and BCT attrition

were highly similar in the FY99 and FY03 cohorts. However, there were some

exceptions. Most notably, survey variables that reflected medical and physical factors had

stronger relationships with BCT attrition in the FY03 cohort (relative to the FY99

cohort). With regard to administrative variables, similarly small differences in validities

were observed. Lastly, it is worth noting that the variables that were most predictive of

BCT attrition in the FY99 cohort (i.e., Attrition Cognitions, Generalized Self-Efficacy,

Potential Reasons for Leaving the Army: All) were also among the strongest predictors of

BCT attrition in the FY03 cohort.

6. Are relationships among variables in the FY99 structural model of BCT attrition maintained

in the FY03 cohort?

* The FY99 model provided a very good fit to the FY03 data. Results suggest that similar

levels of prediction could be obtained in the FY03 cohort with fewer of the variables used

in the FY99 model.

7. Does a model of BCT attrition optimized in the FY99 cohort maintain its validity and utility

for predicting BCT attrition in the FY03 cohort?

* The FY99 model composite retained its high level of validity and utility for identifying

Soldiers at high risk of BCT attrition across cohorts.

The results presented in this report suggest that the FY03 and FY99 cohorts are quite

similar. Though some differences were found, they did little to diminish the predictive validity

and utility of variables and models identified as salient predictors of BCT attrition in the FY99

longitudinal study. In light of these findings, recommendations made based on the FY99 cohort's

longitudinal study with regard to how the Army can use these results to manage BCT attrition

still hold.

viii
A COMPARISON OF THE FY03 AND FY99 FIRST TERM ATTRITION STUDY COHORTS

TABLE OF CONTENTS

Page

Background ..................................................................................................................................... 1

The Current Study ..................................................................................................................... 1

M ethod ............................................................................................................................................ 2

Sam ple ....................................................................................................................................... 2

D ata ........................................................................................................................................... 3

Survey Sam ple Sizes ....................................................................................................... 3

D ata Coding ........................................................................................................................ 4

Analyses .................................................................................................................................... 7

Dem ographic Com position of Cohorts ........................................................................... 7

Com parison of Survey Responses ................................................................................. 7

Base Rate and Com position of BCT Attrition ............................................................... 7

Bivariate Relationships between Pre-Training Variables and BCT Attrition ................ 7

Structural M odels of BCT Attrition ............................................................................... 9

Results ............................................................................................................................................ 13

Dem ographic Com position of Cohorts ............................................................................... 13

Com parison of Survey Responses ..................................................................................... 14

Soldier Reception Survey ............................................................................................ 14

End-of-Training Survey ............................................................................................... 14

Base Rate and Com position of BCT Attrition ................................................................... 19

Bivariate Relationships between Pre-Training Variables and BCT Attrition ..................... 20

Structural M odels of BCT Attrition .................................................................................... 26

Cross-Validating the FY99 Structural Model in the FY03 Cohort ............................... 27

Discussion ..................................................................................................................................... 33

Sum m ary of K ey Findings ................................................................................................. 33

Conclusions ....................................................................................................................... 34

Recommendations for Future Research on the FY03 Cohort ............................................ 35

References ..................................................................................................................................... 37

Appendix ....................................................................................................................................... 39

ix
CONTENTS (Continued)

Page

List of Tables

Table 1. Administration and Sample Size Information for the SRS and EOTS ......................... 4

Table 2. Coding of Interservice Separation Codes (ISC) for Attrition Analyses ....................... 5

Table 3. Comparison of the Demographic Composition of the FY99 and FY03 Cohorts ..... 13

Table 4. Comparison of FY99 and FY03 Samples on SRS Composite Descriptive

S tatistics ......................................................................................................................... 15

Table 5. Comparison of FY99 and FY03 Samples on Importance of Reasons for Joining

the A rm y ........................................................................................................................ 16

Table 6. Comparison of FY99 and FY03 Samples on EOTS (BCT) Composite

D escriptive Statistics ................................................................................................ 17

Table 7. Comparison of FY99 and FY03 Samples on EOTS (AIT/OSUT) Composite

D escriptive Statistics ................................................................................................ 18

Table 8. Comparison of BCT Attrition Rates for FY99 and FY03 Samples ............................. 19

Table 9. Life Tables for FY99 Cohort and Subsets of the FY03 Cohort ................................. 21

Table 10. Composition of BCT Attrition by Cohort ................................................................. 23

Table 11. Correlations between SRS Variables and BCT Attrition by Cohort ........................ 24

Table 12. Correlations between Demographic Variables and BCT Attrition by Cohort .......... 25

Table 13. BCT Attrition Rates by Demographic Group and Cohort ........................................ 26

Table 14. Model Fit Statistics for Structural Models of BCT Attrition ................................... 27

Table 15. Model Parameter Estimates and Wald Statistics for Structural Models of BCT

A ttrition ......................................................................................................................... 2 8

Table 16. Multiple R2 and R Statistics for Endogenous Variables in Structural Models

of B C T A ttrition ....................................................................................................... 31

Table 17. Cross-Validation of the FY99 Logistic Regression Model Composite .................... 32

List of Figures

Figure 1. Structural Model of BCT Attrition in the FY99 Cohort (Pre-Training Data Only) ...... 12

Figure 2. Hazard Profiles for the FY99 Cohort and FY03 Cohort ............................................ 22

Figure 3. Revised Structural Model of BCT Attrition .............................................................. 30

x
BACKGROUND

Retention of enlisted members is among the Army's formidable personnel challenges.

First term attrition is of particular concern. Over one-third of entering recruits fail to complete

obligated enlistment terms; over one-tenth fail to complete initial entry training. Such personnel

turnover has been a persistent problem for the volunteer force that compounds recruiting

pressures and detracts from force readiness. Early separation may be associated with pejorative

or non-pejorative circumstances including inaptitude, behavior disorders, drug usage, other

misconduct, or medical problems (Laurence, 1993; Laurence, Naughton, & Harris, 1996).

To better understand the causes and identify strategies to manage first-term attrition, the

United States Army Research Institute for the Behavioral and Social Sciences (ARI) initiated the

"First Term Soldier Attrition and Management Research Project." Under this effort, a substantial

proportion of the FY99 enlistment cohort were administered:

* Entrance surveys, as the new recruits accessed into their initial training battalion;

* End of course surveys, completed after finishing basic combat training (BCT),

advanced individual training (AIT) and/or One Station Unit Training (OSUT);

* Exit surveys, completed by Soldiers leaving military service before completion of

their initial entry training; and

* Duty station surveys, completed by Soldiers on an annual basis.

These survey data were merged with Army personnel and training files to create an

integrated database to explore causes, correlates, and strategies to manage attrition. Findings

from the FY99 study have been briefed to the Army Accessions Command, TRADOC, and have

been reported in ARI technical reports.'

The Current Study

After being briefed on the interim results of the FY99 attrition study, Accessions

Command requested that ARI collect additional data and analyze a newer enlisted cohort. There

have been substantial changes in the recruiting environment since the FY99 cohort arrived at

Basic Combat Training. The economy has changed, and the world has changed. Recruits now

face the certainty of deployments to combat zones. Based on analyses of the potential recruiting

market, Accessions Command targeted college-bound and college-enrolled youth for increased

attention. Thus, there was concern that results based on the FY99 cohort might not generalize to

cohorts recruited in more recent years. In light of this concern, the current study (i.e., the FY03

attrition study) was conducted. This study was undertaken in recognition of (a) the potential

utility of replicating and extending the FY99 study results using a recent enlistment cohort, and

(b) the possibility that differences between the FY99 enlistment cohort and more recent cohorts

may limit the generality of conclusions based on the FY99 study.

'For the most recent documentation of results from the FY99 study, the reader should refer to the FY99 longitudinal

report (Strickland, 2004). However, please note that the aforementioned report is still under review by ARI and is in

the process of being finalized.
Although the FY03 attrition study had several objectives, this report only summarizes

results of analyses designed to assess the similarity of the FY03 cohort to the FY99 cohort.2

Specifically, this report provides answers to the following questions:

1. How demographically similar are Soldiers in the FY99 and FY03 cohorts?

2. How similar are Soldiers in the FY99 and FY03 cohorts with regard to their standing on

survey variables reflecting their experiences, attitudes, and beliefs?

3. Do the survey composites formed in the FY99 cohort maintain their level of reliability

(internal consistency) in the FY03 cohort?

4. How similar are the base rates and composition of BCT attrition in the FY99 and FY03

cohorts?

3

5. Do pre-training administrative and survey variables have similar levels of validity for

predicting BCT attrition in the FY99 and FY03 cohorts?

6. Are relationships among variables in the FY99 structural model of BCT attrition

maintained in the FY03 cohort?

7. Does a model of BCT attrition optimized in the FY99 cohort maintain its validity and

utility for predicting BCT attrition in the FY03 cohort?

Answering these questions should help provide the Army with an understanding of the

degree to which findings from the FY99 cohort may be generalized to the FY03 cohort, as well

as further inform its understanding of what factors impact BCT attrition and the paths by which

they do so.

METHOD

Sample

Two cohorts of Soldiers were studied in this report. The FY99 cohort consisted of all

active duty, non-prior service (NPS) Soldiers who shipped to BCT or OSUT between October 1,

1998 and September 30, 1999 (N= 63,938). The FY03 cohort consisted of all active duty, NPS

Soldiers who shipped to BCT or OSUT between October 1, 2002 and September 30, 2003 (N =

67,940). As documented below, not all of these Soldiers completed the surveys that were

administered as part of the FY99 and FY03 studies; thus, sample sizes for many of the analyses

in this report are smaller than these figures.

2 Separate FY03 study reports will address other objectives of this study (e.g., comparing self, peer-, and supervisorreported exit survey responses to each other and official administrative separation codes).

3 It is important to note that the attrition analyses conducted in this report were primarily limited to examinations of

BCT attrition. Although complete loss data was available through 48 months of service for the majority of FY99

cohort members, at the time this report's analyses were originally conducted, loss data for all FY03 cohort members

were only complete through 3 months of service.

2
Data

As part of the FY99 study, several surveys were developed and administered to members

of the FY99 cohort at several points throughout their first term of service (see Strickland, 2004 for

an overview of administration periods and a description of surveys). As part of the FY03 study,

similar survey data were gathered through the end of Soldiers' initial entry training (IET). Updated

versions of the FY99 Soldier Reception Survey (SRS) and End of Training Survey (EOTS) were

administered to a subset of the FY03 cohort as they processed though their reception battalions and

finished various phases of training (e.g., BCT, AIT, and OSUT). Copies of the SRS and EOTS

surveys administered in the FY99 and FY03 studies are provided in the appendix of this report.

In addition to survey data, the Army provided official administrative data from the

Enlisted Master File (EMF) for Soldiers in the FY99 and FY03 cohorts. 4 Data extracted from the

EMF included variables such as Armed Services Vocational Aptitude Battery (ASVAB) scores,

race, marital status, education tier, and military occupational specialty (MOS). Lastly, loss data

(i.e., dates of separation, and separation program designator codes) for the FY03 cohort were

provided by the Defense Manpower Data Center (DMDC), whereas for the FY99 cohort, such

data were extracted from the EMF.5 The loss data obtained for the FY99 cohort were current

through March 31, 2003, whereas loss data for the FY03 cohort were current through March 31,

2004.

Survey Sample Sizes

Unlike the FY99 study, a much smaller set of Soldiers was targeted for survey

administration in the FY03 study. In the FY03 study, not only were Soldiers from fewer

installations targeted for survey administration than in the FY99 study; the time frame during

which surveys were administered was shorter as well. For example, Soldiers entering reception

battalions at Ft. Knox between 5 May 2003 and 8 July 2003 and at Ft. Jackson between 1 May

2003 and 30 June 2003 were administered the FY03 SRS. In the FY99 study, the administration

window for the SRS was 16 January 1999 to 31 August 1999, and its administration was not

limited to only two installations. Table I summarizes details on the administration and

completion of the FY99 and FY03 SRS and EOTS surveys.

As shown in Table 1, many more surveys were administered than were used in this

report. The primary reason why many surveys were not used is that they were completed by

National Guard or Reserve Soldiers. For example, 49.7% of the FY03 EOTS, and 51.9% of

FY03 SRS, were completed by National Guard or Reserve Soldiers. Exclusion of such Soldiers

from this report was consistent with how they were handled throughout the FY99 study. 6 Other

reasons why survey data were excluded from final analyses include: (a) the survey was linked to

4 For the FY99 cohort, administrative data was also provided by the Defense Manpower Data Center (DMDC).

5 Originally, loss data for the FY03 cohort were extracted from the EMF. However, in the course of conducting this

study, errors were found in the EMF loss data (errors were isolated to the extract for the FY03 cohort) and a decision

was made to obtain loss data from DMDC for this cohort.

6 One reason for historical exclusion of National Guard and Reserve Soldiers is that additional administrative

records and loss data were not obtained for them. Data on such Soldiers are not recorded in the Army's EMF.

3
duplicate social security numbers (SSNs), (b) the survey was not linked to an SSN, or (c) the

survey was linked to the SSN of a Soldier who was not part of the FY99 or FY03 cohort.

Table 1. Administration and Sample Size Information for the SRS and EOTS

Administration Installations Surveys Final Analysis

Survey Timeframe Administered Sample

FY99 SRS 16 Jan. 1999 - All reception battalions 52,309 29,004 31 Aug. 1999

FY03 SRS 5 May 2003 - Ft. Knox and Ft. Jackson 6,425 2,844 8 Jul. 2003 reception battalions

FY99 EOTS Apr. 1999 - All BCT and OSUT installations; 70,000+

Dec. 1999 a sample of AIT installations

BCT 22,015

IET 17,250

FY03 EOTS Jun. 2003 Ft. Knox and Ft. Jackson 6,107

Dec. 2003

BCT 2,125

IET 783

Data Coding

Survey Composite Development

Given the plethora of items presented on the SRS and EOTS, we focused comparisons of

survey responses in this report on composite variables created from survey items. These

composites capture key psychological constructs that underlie items on these surveys, and

provide a parsimonious means to assess the similarity of survey responses from Soldiers in the

FY99 and FY03 cohorts. The survey composites examined in this report were originally

developed as part of the FY99 longitudinal study (Strickland, 2004). Full details on how these

composites were formed, as well as the survey items that comprise them, are discussed in

Chapter 3 of the FY99 longitudinal report (Van Iddekinge, 2004). Because the primary goal of

this report was to assess how well findings from the FY99 cohort generalize to the FY03 cohort,

we focused on composites constructed based on the FY99 data and assessed their functioning

(e.g., variability, internal consistency, criterion-related validity) in the FY03 cohort. Although

new items were included in the FY03 surveys, they are not discussed in this report.

Coding of Attrition

As alluded to earlier, the primary attrition criterion of interest in this report was BCT

attrition. BCT attrition was defined as attrition occurring in the first two months of a Soldier's

service. We used the first two months of service as an estimate for the time Soldiers were in BCT

because EMF and DMDC databases did not contain the dates Soldiers completed basic and

transferred to AIT. Although Soldiers accessing into OSUT MOS do not go through the formal

nine weeks of BCT that non-OSUT Soldiers do, they were included in the BCT sample to

provide a comprehensive look at attrition in the first few months of service. For all analyses

4
involving BCT attrition, we classified Soldiers into one of four categories. The four categories

were as follows:

* Attritee

9 Left Service- Omitted from Analyses

* Left Service- Not Considered Attrition

* Stayer

Soldiers were classified into the attritee category for BCT attrition analyses if they had

(a) an interservice separation code (ISC) indicating they left service for a reason considered to be

attrition (see Table 2), and (b) a valid separation date within their first 60 days of service.

Soldiers were classified into the left service-omitted from analyses category if they had (a)

an ISC indicating they left service for a reason considered beyond control of the individual Soldier

(e.g., Disability- Severance Pay, Death; see Table 2) and (b) a valid separation date within their

first 60 days of service. Soldiers in this category were omitted from all BCT attrition analyses.

Soldiers were classified into the left service-not considered attrition category if they had

(a) an ISC indicating they left service for a reason not considered to be attrition (e.g., Expiration

of Term of Service, Entry into Officer Commissioning Program; see Table 2) and (b) a valid

separation date within their first 60 days of service. Soldiers in this category were treated as if

they were still-in-service for all BCT attrition analyses.

Table 2. Coding of Interservice Separation Codes (ISC) for Attrition Analyses

ISC Description Coding

1 Expiration of term of service Not Attrition

2 Early release, insufficient retainability Not Attrition

3 Early release, to attend school Not Attrition

5 Early release, in the national interest Not Attrition

8 Early release, other, including RIF, VSI, and SSB Not Attrition

10 Condition existing prior to service Attrition

11 Disability, severance pay Omitted

12 Permanent disability retirement Omitted

13 Temporary disability retirement Omitted

14 Disability, no condition prior to service, no severance pay Attrition

16 Unqualified for active duty, other Attrition

17 Failure to meet weight or body fat standards Attrition

22 Dependency or hardship Attrition

31 Death, non-battle, disease Omitted

32 Death, non-battle, other Omitted

40 Entry into officer commissioning program Not Attrition

50 Retirement, 20 to 30 years of service Not Attrition

52 Retirement, other Not Attrition

60 Character or behavior disorder Attrition

64 Alcoholism Attrition

65 Discreditable incidents, civilian or military Attrition

5
Table 2. continued

ISC Description Coding

67 Drugs Attrition

71 Civil court conviction Attrition

72 Security Attrition

73 Court-martial Attrition

74 Fraudulent entry Attrition

75 AWOL or desertion Attrition

76 Homosexuality Attrition

78 Good of the service (discharge in lieu of court-martial) Attrition

80 Misconduct, reason unknown Attrition

83 Pattern of minor disciplinary infractions Attrition

84 Commission of a serious offense Attrition

85 Failure to meet minimum qualifications for retention Attrition

86 Unsatisfactory performance/Expeditious Discharge Program Attrition

87 Entry level performance & conduct/Trainee Discharge Program Attrition

90 Secretarial authority Attrition

91 Erroneous enlistment or induction Attrition

92 Sole surviving family member Attrition

94 Pregnancy Attrition

96 Conscientious objector Attrition

97 Parenthood Attrition

98 Breach of contract Attrition

99 Other Attrition

100 Immediate reenlistment Not Attrition

101 Dropped from strength, desertion Attrition

102 Dropped from strength, imprisonment Attrition

103 Record correction Attrition

105 Dropped from strength, other Attrition

998 Invalid SPD Attrition

999 Valid SPD with No ISC Attrition

Soldiers were classified into the stayer category for BCT attrition analyses if they were

still in service 60 days after they entered service.

In addition to examining overall BCT attrition in the FY99 and FY03 cohorts, we also

examined the composition of BCT attrition by ISC. Using ISC codes we differentiated between

five different types of attrition: Moral Character, Performance, Medical/Physical, Pregnancy/

Parenthood, and Other. The classification of ISCs into these categories was based on rational

judgment, informed by past research, and reflects the classification scheme used in the FY99

longitudinal study (Van Iddekinge, 2004). Later sections of this report provide a mapping of

ISCs into the aforementioned categories and indicate the frequency with which they account for

BCT attrition in the FY99 and FY03 cohorts.

6
Analyses

The analyses conducted in this report were driven by the research questions outlined

earlier. In the sections below, we provide descriptions of the analyses performed to help facilitate

interpretation of subsequent results.

Demographic Composition of Cohorts

To assess the demographic composition of the FY99 and FY03 cohorts, we report

frequencies and percentages of Soldiers who fell into various demographic groups (e.g., by

gender, race, AFQT category, education tier). Depending on the demographic variable examined,

these comparisons were either based on EMF, SRS, or DMDC data. As noted later, in some

cases comparisons were based on a combination of these data sources. In making demographic

comparisons, emphasis was put on the demographic similarity of the full FY99 and FY03

cohorts, rather than simply the demographic similarity of responders to a particular survey.

Comparison of Survey Responses

For each survey, we provide a table summarizing descriptive statistics for scores on survey

composites in each cohort. These tables include the number of items in the composite, the scale on

which its items were rated (e.g., "5" indicates a 5-point scale that ranged from 1 to 5), and a sideby-side comparison of FY99 and FY03 mean (M), standard deviation (SD), and reliability

estimates ((x) for each composite. Also provided are Cohen's effect size statistics (d), which reflect

the standardized mean difference between FY99 and FY03 responders on each survey composite.

Base Rate and Composition ofBCTAttrition

We calculated the base rate of BCT attrition for the full FY99 and full FY03 cohort.

Additionally, we calculated the base rate of BCT attrition for the Soldiers in the FY99 cohort and

FY03 cohort who completed the SRS. The latter base rates are useful for (a) assessing whether

there are differences between the full cohort and SRS samples in terms of BCT attrition rates

(indicating a potential response bias), and (b) adjusting correlations between SRS variables and

BCT attrition in each cohort to make them more comparable. To examine the composition of

BCT attrition in each cohort, we calculated the percentage of BCT attrition attributable to each

"Attrition" ISC listed in Table 2.

Bivariate Relationships between Pre-Training Variables and BCTAttrition

Several analyses were conducted to assess bivariate relationships between the pretraining variables and BCT attrition in the FY99 and FY03 cohorts. Given the large number of

variables available, analyses were limited to: (a) SRS composite variables, (b) SRS single items

that were most predictive of BCT attrition in the FY99 cohort, and (c) administrative variables

that were either historically predictive of first-term attrition or salient predictors of BCT attrition

in the FY99 study (e.g., gender, education tier, race, ASVAB scores, MOS, and marital status).

First, we calculated a raw, zero-order correlation between BCT attrition and each variable.

Because these correlations involved a dichotomous variable (i.e., attrition), they were either point7
Because these correlations involved a dichotomous variable (i.e., attrition), they were either pointbiserial correlations (for continuous predictor variables), or phi-coefficients (for dichotomous

predictor variables). Because many administrative variables were categorical in nature, calculating

the correlation between their observed values and attrition would not be meaningful (e.g.,

correlating race with attrition). As such we regressed BCT attrition on each administrative variable

using logistic regression and saved the resulting predicted probabilities of attrition. We calculated

correlations between these probabilities and attrition to index each administrative variable's

predictive validity. It is important to note that unlike correlations reported for the SRS variables,

these correlations only index magnitude of relationship, not its direction. Specifically, such

predicted probabilities will always be positively correlated with attrition. Thus, for categorical

administrative variables, we also provide base rates of BCT attrition for Soldiers in each category

of the predictor (e.g. for gender, base rates of attrition for males and females are provided).

Adjusted Correlations

In addition to calculating raw correlations, we also calculated adjusted correlations to

estimate what the correlation between each predictor and the attrition criterion would be if the

base rate of attrition had been 50% (Kemery, Dunlap, & Griffeth, 1988). When base rates of

attrition diverge from 50%, correlations that index its relationship with other variables are

attenuated. The greater the base rate diverges from 50%, the more the correlation is attenuated.

To the extent that BCT attrition base rates are different across cohorts, making comparisons

among raw, unadjusted correlations between attrition and other variables is not very meaningful.

Thus, Kemery et al.'s (1988) method was used to adjust correlations for base rate differences so

we could meaningfully compare correlations for a given predictor across cohorts.

c-Statistics

We also calculated a c-statistic for each predictor as an alternative index of its bivariate

relationship with attrition (Hanley & McNeil, 1982; Putka & McCloy, 2001). Arising from

research on signal detection theory, the c-statistic ranges from 0 to I and indexes a predictor's

ability to discriminate between attritees and stayers. Two characteristics of the c-statistic that

make it beneficial in the present study are that (a) unlike the correlation coefficient it is invariant

to base rate differences, and (b) it has a very simple interpretation. The c-statistic reflects the

probability that an attritee will have a higher predicted probability of attrition than a stayer

(based on use of the given predictor). Thus, a c-statistic of.50 indicates that an attritee is no

more likely than a stayer to have a higher predicted probability of attrition (i.e., by using the

given predictor, you are no better off than flipping a coin in terms of differentiating between

attritees and stayers). On the other hand, a c-statistic of .70 indicates that attritees will have a

higher predicted probability of attrition than stayers 70% of the time (again, based on use of the

given predictor). Alternatively, one can interpret c as the proportion of times an attritee would

have a higher predicted probability of attrition than a stayer if attritee/stayer pairs were

repeatedly sampled from the population. In this study, the c-statistic was obtained by: (a)

regressing each predictor (separately) on BCT attrition (using logistic regression), (b) saving the

predicted probability of attrition based on using that predictor alone, and (c) calculating the cstatistic based on the predicted probability and BCT attrition using SPSS software.

8
Structural Models ofBCTAttrition

Another goal of this study was to assess how well models of BCT attrition optimized on

FY99 data performed in the FY03 cohort. Given the high performance and theoretical

meaningfulness of the structural models of BCT attrition presented in the FY99 longitudinal

report, we focused the cross-validation effort on those models, rather than the more empiricallydriven raw prediction models we previously constructed (Putka 2004b).

A primary goal of building and fitting structural models of BCT attrition in the FY99

study was to help the Army understand the mechanisms by which the most salient predictors of

early attrition (and their antecedents) function. A secondary goal of that modeling effort was to

gain a better understanding of how and where traditionally important demographic variables fall

in structural models of BCT attrition. A number of structural models of BCT attrition were built

and assessed as part of the FY99 study (Putka, 2004b). A separate model was constructed for

three different types of attrition (overall, performance, and medical) in each of the first 2 months

of BCT. Due to sample size limitations in the FY03 study, we were unable to cross-validate these

targeted models. As such, we went back to the FY99 data and re-fit a model where overall BCT

attrition (across the first 2 months of service) served as the criterion.

Prior to fitting an overall model of BCT attrition in the FY99 sample, we needed to

determine which BCT structural model used in the FY99 longitudinal report should initially be

fitted as the overall model of BCT attrition. The model we chose to fit was identical in structure

to the final structural model of second month BCT attrition described in the FY99 longitudinal

report, with the exception that ASVAB GT scores were substituted for ASVAB AFQT scores

everywhere they appeared in the model (Putka, 2004b).7 We used the second month model as a

starting point because it (a) contained more direct effects on attrition, and (b) most BCT attrition

in the FY99 cohort occurred in the second month of service. A graphical depiction of the FY99

structural model of BCT attrition is shown in Figure 1.8

7 This substitution was made because we did not obtain AFQT for the FY03 sample. Both samples, however, had

GT scores, which are highly correlated with AFQT scores. Thus, using GT scores allowed us to cross-validate the

resulting FY99 model in the FY03 sample.

8 Several new variables are introduced in Figure 1 (e.g. Past Withdrawal Propensity, Perceived Utility/Ease of

Withdrawal, Positive Army Affect). These variables are higher-order composites that were formed from

combinations of SRS single items, SRS composites, and administrative variables as part of the structural modeling

effort in the FY99 longitudinal study. For discussion of the formation and composition of these composites, see

Appendix F of the FY99 longitudinal report (Strickland, 2004).

9
Cross- Validating the FY99 Structural Model in the FY03 Cohort

Two different, yet complementary approaches were taken to cross-validate the FY99

BCT attrition model in the FY03 sample.9 First, we fitted a series of nested structural equation

models to the FY03 data. Using the structure of the FY99 model to set up the equations, the first

model we fitted allowed all parameters to be freely estimated. This first model provided a

baseline for subsequent nested models, and allowed us to assess whether paths that were

statistically significant based on FY99 data remained significant when estimated based on FY03

data. Next, we refitted the model to the data, this time setting the path coefficients linking the

predictors to BCT attrition to be equal to what they were in the FY99 sample (path coefficients

to other endogenous variables remained free to vary). Lastly, we refitted a final model to the

FY03 data that set all path coefficients in the models equal to what they were in the FY99

sample. At each step, we examined the impact that imposing more constraints on the FY03

model had on model fit (i.e., what effect does constraining the FY03 model to be more similar to

the FY99 model have on model fit). Substantial decrements in fit at each step would be

indicative that the FY99 model does not generalize to the FY03 sample well.

Next, we took a relatively simpler approach to cross-validating the FY99 model using

logistic regression. First, in the FY99 sample, we regressed BCT attrition on all variables having

direct effects on attrition (as revealed by the FY99 structural model). Next, we took the resulting

regression weights and intercept from this analysis and applied them to the FY03 data. This

allowed us to generate FY99 model composite scores for FY03 Soldiers. To assess the extent to

which the FY99 model composite retained its validity in the FY03 sample, we calculated

correlations (raw and adjusted) and c-statistics between BCT attrition and the FY99 model

composite in each cohort. Similar correlations and c-statistics across cohorts would provide

evidence that predictiveness of the FY99 model composite is maintained in the FY03 sample. To

assess the extent to which the utility of the FY99 model composite generalized to the FY03

cohort, we calculated observed BCT attrition rates among the highest scoring 5, 10, and 15

percent of respondents on the FY99 model composite score in each cohort. We compared these

numbers to base rates of BCT attrition within each cohort to assess the extent to which the FY99

composite offers similar utility for identifying recruits at high-risk of BCT attrition in the FY99

and FY03 cohorts.

9 In preliminary analysis work, we evaluated a third strategy for cross-validating the FY99 structural model.

Specifically, we conducted a nested series of multi-group SEM analyses where the FY99 and FY03 samples served

as the two groups. In the first model, we allowed all parameters (i.e., path coefficients, intercepts, and residual

variances) from the FY99 model to vary across both groups (i.e., we estimated group-specific parameters). In the

second model, we constrained the path coefficients in both groups to equal those estimated based on the FY99 data

alone. These preliminarily analyses indicated that the constrained model provided nearly as good fit to the data as

the group-specific model. We do not report the analyses of this approach here because it suffered from a large

drawback, namely it arguably positively skewed the estimate of the constrained model's fit. Specifically, we felt that

because (a) the FY99 model fit the FY99 data very well, and (b) the FY99 data constituted a large proportion of the

multi-group sample, the overall model fit statistics would be driven by the FY99 portion of the data. This could

potentially lead to a conclusion that the FY99 model fits well in the FY03 sample, when in reality, it might not. Our

first cross-validation strategy alleviates this potential drawback.

10
Parameter Estimation and Model Testing

We used Mplus analysis software to fit all of the structural models we examined (Muthen

& Muthen, 2001). One distinct benefit of this software over other available structural modeling

software packages (e.g., LISREL) is that it allows one to assess structural models that have

dichotomous outcome variables (e.g., attrition). Model fit was assessed by three criteria

commonly used in the literature. Namely, we examined the comparative fit index (CFI), the

Tucker-Lewis index (TLI), and the root mean square error of approximation (RMSEA). CFI and

TLI values greater than or equal to .95 indicate good fit, while RMSEA values less than or equal

to .05 indicate good fit (Hu & Bentler, 1999). The significance of model path coefficients was

assessed with Wald's statistic (i.e., the path coefficient divided by its standard error), which can

be tested against a standard normal distribution (i.e., it can be interpreted as a standard normal

deviate-or z-statistic).

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12
RESULTS

Demographic Composition of Cohorts

Table 3 shows the demographic composition of the FY99 and FY03 cohorts.

Table 3. Comparison of the Demographic Composition of the FY99 and FY03 Cohorts

FY99 FY03

N % N % A%

Education Tier at Entry (Tier I) 53,921 86.8 55,485 86.6 -0.2

Tier II 7,929 12.8 8,132 12.7 -0.1

Tier III 276 0.4 472 0.7 0.3

Marital Status at Entry (Married) 7,968 12.8 11,436 16.9 4.1

Single 54,393 87.2 56,302 83.1 -4.1

Medical Enlistment Waiver (Yes)* 2,753 9.7 280 10.7 1.0

No 25,568 90.3 2,339 89.3 -1.0

Moral Character Enlistment Waiver (Yes)* 1,873 6.6 225 8.4 1.8

No 26,468 93.4 2,443 91.6 -1.8

MOS Classification (Combat Arms) 17,979 28.8 19,406 28.6 -0.2

Combat Support 16,463 26.4 17,384 25.6 -0.8

Combat Service Support 27,338 43.8 30,067 44.3 0.5

Race/Ethnicity (White) 37,329 59.9 45,977 67.7 7.8

Black 15,011 24.1 10,720 15.8 -8.3

Hispanic 6,739 10.8 7,239 10.7 -0.1

Other 3,282 5.3 4,004 5.9 0.6

Gender (Male)** 50,108 80.4 752 71.9 -8.5

Female 12,253 19.6 1,926 28.1 8.5

M SD M SD d

ASVAB GT Score 104.67 11.37 107.42 11.38 0.24

Note. Unless noted otherwise, comparisons were based on full cohort data obtained from the EMF and DMDC. % =

Percentage of FY cohort in the given group. A% = Percentage of FY03 cohort in given group - percentage of FY99

cohort in given group. d = Standardized mean difference (Cohen's effect size statistic) = (MFY03 - MFy99) / Pooled

SD. *FY99 and FY03 values were based on SRS responses of cohort members. **FY03 values were based on SRS

responses because gender was not pulled from the EMF for the FY03 cohort.

Across all of the demographic variables examined, the FY99 and FY03 cohorts appear to be quite similar. The largest differences between the cohorts were with regard to gender and

race. Specifically, 19.6% of the FY99 cohort was female, whereas 28.1% of responders to the

FY03 SRS were female.10 With regard to race, a greater percentage of the FY03 cohort was

10 Gender data were not available for the entire FY03 cohort because they were not extracted from the EMF.

13
white (67.7%) compared to the FY99 cohort (59.9%), and a smaller percentage of the FY03

cohort was black (15.8%) compared to the FY99 cohort (24.1%). Differences between cohorts on

mean ASVAB GT were small (d = 0.24, FY03 > FY99) based on Cohen's conventions for

judging the magnitude of effect sizes (Cohen, 1992).

Comparison of Survey Responses

Soldier Reception Survey

Table 4 shows descriptive statistics for SRS composites by cohort. Like the demographic

comparisons made above, mostly small differences emerged between members of the FY99 and

FY03 cohorts. The SRS composites for which scores were most elevated for FY03 Soldiers

(relative to FY99 Soldiers) were: Affective Commitment, Importance of Core Army Values:

Loyalty and Selfless Service, and Participation in DEP Activities. The SRS composites for which

scores were most elevated for FY99 Soldiers (relative to FY03 Soldiers) were: Attrition

Cognitions, Possible Reasons for Leaving the Army: All, and Trouble in High School. Although

these variables showed the largest differences, in an absolute sense, their effect sizes were all in

the small to moderate range based on Cohen's conventions (Cohen, 1992).

The findings presented above are consistent with those briefed earlier by ARI that

indicated an elevated importance of serving one's country among FY03 SRS responders (Legree,

2004, May). Following up on the results above and those that were briefed earlier, Table 5 shows

responses to the SRS question (#1) that asked Soldiers to indicate how important each of several

reasons was in their decision to join the Army. Examination of these results reveals that the

largest difference between cohorts occurs for the reason "desire to serve my country".

Specifically, the mean importance rating for this reason in the FY03 sample was 0.47 standard

deviations higher than its mean rating in the FY99 sample. Also of note in Table 5 is that the top

three reasons for joining the Army remained the same across cohorts: #1 - Educational benefits,

#2- Training in job skills, and #3- Security and stability of a job.

Taken together, these findings suggest that the FY03 and FY99 cohorts are quite similar

in terms of their pre-training experiences, attitudes, and beliefs. One potential exception is that,

on average, members of the FY03 cohort may be slightly more altruistically driven to serve than

members of the FY99 cohort. Given differences in the state of world affairs between FY99 and

FY03, such findings are not surprising.

End-of-Training Survey

For analyses of the EOTS data, we provide separate results for Soldiers who completed

surveys at the end of BCT, and those who competed surveys at the end of IET (i.e., at the end of

AIT or OSUT, depending on a Soldier's MOS). Tables 6 and 7 show descriptive statistics for

EOTS-BCT composites and EOTS-IET composites by cohort, respectively.

14
Table 4. Comparison of FY99 and FY03 Samples on SRS Composite Descriptive Statistics

FY99 FY03

Composite Items Scale N M SD ca N M SD a d

Affective Commitment 3 5 28,445 3.40 0.92 0.83 2,775 3.69 0.86 0.80 0.31

Attrition Cognitions 3 5 28,471 2.07 0.84 0.74 2,829 1.89 0.78 0.70 -0.22

Continuance Commitment 5 5 28,471 3.22 0.95 0.78 2,814 3.37 0.92 0.76 0.16

Continuance Intentionsa 2 Varies 28,471 6.30 4.45 0.86 2,764 3.59 1.46 - -

Generalized Self Efficacy 4 5 28,443 4.09 0.88 0.89 2,770 4.15 0.86 0.88 0.06

Importance of Core Army Values

Duty, Integrity, and Personal Courage 10 7 28,438 6.07 1.00 0.92 2,824 6.24 0.89 0.93 0.17

Loyalty and Selfless Service 4 7 28,435 5.46 1.36 0.85 2,825 5.92 1.14 0.85 0.34

Military versus Civilian Life

Pay 2 5 27,888 3.54 1.19 0.82 2,735 3.44 1.34 0.71 -0.09

Quality of Work Life 8 5 28,342 4.25 0.67 0.84 2,780 4.20 0.83 0.85 -0.07

Time for Personal Life 4 5 28,045 2.73 1.08 0.82 2,734 2.87 1.23 0.82 0.12

Overall 14 5 28,363 3.73 0.70 0.88 2,793 3.71 0.86 0.89 -0.02

Participation in DEP Activities 3 Varies 28,293 0.62 0.46 0.86 2,833 0.79 0.50 0.34 0.36

Participation in High School Activities* 4 3 28,321 2.42 1.71 0.50 2,756 2.27 1.68 0.55 -0.09

Possible Reasons for Leaving Army

Deviance 4 2 28,223 0.08 0.19 0.66 2,786 0.05 0.15 0.61 -0.15

Discrimination 3 2 28,191 0.06 0.20 0.74 2,786 0.04 0.16 0.68 -0.08

Problems Adjusting 3 2 28,288 0.23 0.32 0.64 2,786 0.16 0.28 0.61 -0.21

All Reasons* 18 2 28,408 2.83 2.84 0.77 2,786 2.14 2.54 0.76 -0.24

Reasons for Joining Army

Escape Problems 3 5 28,347 1.62 0.85 0.65 2,787 1.67 0.90 0.68 0.06

Family/Friends Influence 2 5 28,338 2.12 1.09 0.69 2,745 2.10 1.13 0.76 -0.02

Job Benefits 6 5 28,412 3.43 0.86 0.79 2,816 3.46 0.89 0.81 0.03

Opportunity to Travel 2 5 28,377 3.59 1.13 0.72 2,772 3.65 1.10 0.72 0.05

Personal Growth 5 5 28,389 3.34 0.95 0.74 2,806 3.36 0.95 0.73 0.02

Training and Experience 2 5 28,373 3.94 1.07 0.81 2,757 3.85 1.07 0.77 -0.09

Reasons for Quitting Previous Jobs* 12 2 28,235 2.68 1.80 0.48 2,706 2.45 1.71 0.45 -0.13

Thoughts of Quitting High School* 11 2 27,907 0.60 1.20 0.68 2,668 0.54 1.11 0.64 -0.05

Trouble in High School* 8 2 27,932 1.88 2.07 0.77 2,589 1.30 1.74 0.73 -0.28

Unsure about Army Career* 6 2 28,295 0.96 1.07 0.44 2,726 0.90 0.98 0.35 -0.05

Note. aOne of the Continuance Intentions items on the FY99 SRS was not included on the FY03 SRS, thus no dstatistic or alpha is reported for this variable. *These composites were calculated by summing the number of items

endorsed by each respondent. As noted in the FY99 longitudinal report, these composites are quite heterogeneous,

and as such, coefficient alpha underestimates their reliability (Van Iddekinge, 2004). Thus, caution should be taken

not to over-interpret the low alphas for some of these composites. d = Standardized mean difference (Cohen's effect

size statistic) = (MFy03 - MFy99) / Pooled SD.

15
Table 5. Comparison of FY99 and FY03 Samples on Importance of Reasons for Joining the Army

FY99 FY03

Important in decision to join Army... N M SD E N M SD d

Army advertising 28,280 2.36 1.18 2,743 2.35 1.20 -0.01

Army recruiter 28,302 3.39 1.27 2,735 3.21 1.34 -0.13

Desire to serve my country 28,244 3.33 1.25 2,701 3.91 1.11 0.47

Develop self-discipline 28,194 3.81 1.16 2,694 3.86 1.13 0.04

Earn more than previous job(s) 28,281 3.57 1.35 2,712 3.45 1.37 -0.09

Educational benefits 28,308 4.28 1.00 2,715 4.22 1.03 -0.07

Family social support services 28,173 2.79 1.46 2,672 2.90 1.44 0.07

Get away from a personal problem 28,242 1.77 1.19 2,705 1.81 1.19 0.03

Influence of family 28,292 2.33 1.33 2,689 2.28 1.33 -0.03

Influence of friends 28,245 1.91 1.17 2,672 1.91 1.18 0.00

Lack of civilian job opportunities 28,268 2.34 1.42 2,698 2.50 1.44 0.11

Medical care, coverage & benefits 28,272 3.66 1.30 2,684 3.75 1.25 0.06

Military tradition in family 28,252 2.27 1.39 2,696 2.45 1.44 0.13

Need to be on my own 28,284 3.09 1.46 2,699 3.07 1.48 -0.01

Pay and allowances 28,258 3.58 1.25 2,675 3.48 1.25 -0.08

Security and stability of ajob 28,287 3.84 1.22 2,663 3.92 1.16 0.07

Training in job skills 28,301 4.07 1.11 2,654 4.01 1.11 -0.05

Chance to travel 28,294 3.55 1.26 2,689 3.66 1.22 0.09

Repayment of loans 28,207 2.03 1.37 2,695 2.17 1.41 0.10

Prove that I could do it 28,245 3.49 1.42 2,695 3.63 1.38 0.09

Make Army a career 28,198 2.98 1.39 2,686 3.37 1.33 0.28

Become more mature 27,809 3.29 1.37 2,636 3.29 1.35 -0.01

Take time out to decide life plans 28,234 3.04 1.39 2,672 2.93 1.39 -0.08

Gain job experience 28,166 3.82 1.22 2,653 3.68 1.24 -0.11

Escape from a bad neighborhood 28,069 1.60 1.12 2,675 1.58 1.10 -0.01

Needed a place to live 28,107 1.48 1.01 2,662 1.59 1.10 0.10

Chance for adventure 28,194 3.63 1.29 2,668 3.63 1.24 0.01

Note. Reasons were rated on a 5-point scale ranging from I = Not at all important to 5 = Extremely important. d =

Standardized mean difference (Cohen's effect size statistic) = (MFY03 - MFy99) / Pooled SD.

As was the case with comparisons on SRS variables, no large differences were found

between the FY99 and FY03 cohort on the EOT surveys. Also similar to the examination of SRS

responses, the EOTS-BCT and EOTS-IET composites for which scores were most elevated for

FY03 Soldiers (relative to FY99 Soldiers) tapped content similar to the SRS composites that were

most elevated for FY03 Soldiers. Namely, scores on EOTS Affective Commitment, Importance of

Core Army Values: Loyalty and Selfless Service, Military vs. Civilian Life: Pay, Time for Personal

Life, Overall (higher scores on these composites are associated with more positive evaluations of

the Army relative to civilian life), Satisfaction: Army Life and Work- Family Balance were higher

among FY03 respondents than FY99 respondents. Conversely, EOTS-BCT and EOT-IET

composites for which scores were most elevated for FY99 Soldiers (relative to FY03 Soldiers)

were: Possible Reasons for Leaving the Army: Medical, and All. Like the SRS data, although these

variables showed the largest differences, in an absolute sense, their effect sizes were all in the

small to moderate range based on Cohen's conventions (Cohen, 1992).

16
Table 6. Comparison of FY99 and FY03 Samples on EOTS (BCT) Composite Descriptive

Statistics

FY99 FY03

Composite Items Scale N M SD ox N M SD ax d

Affective Commitment 6 5 21,817 3.81 0.72 0.83 2,072 3.97 0.68 0.82 0.21

Continuance Intentionsa 2 Varies 21,628 3.29 1.50 - 2,046 3.68 1.49 - -

General Self Efficacy 5 5 21,682 4.22 0.76 0.88 2,055 4.31 0.70 0.88 0.13

Importance of Core Army Values

Duty, Integrity, and Personal Courage 12 7 21,701 6.33 0.85 0.95 2,060 6.39 0.73 0.95 0.07

Loyalty and Selfless Service 4 7 21,700 5.98 1.16 0.91 2,060 6.22 0.95 0.91 0.20

Job Performance (self-rated) 3 5 21,748 3.66 0.86 0.80 2,046 3.74 0.86 0.83 0.09

Military vs. Civilian Life

Benefits 2 5 21,038 4.30 0.82 0.72 2,005 4.35 0.80 0.79 0.06

Job Characteristics 7 5 21,668 3.90 0.73 0.81 2,052 4.01 0.70 0.83 0.15

Pay 2 5 21,336 2.78 1.19 0.77 2,018 3.01 1.18 0.80 0.19

Time for Personal Life 3 5 21,212 2.26 1.02 0.78 1,998 2.48 1.07 0.81 0.22

Overall 14 5 21,721 3.45 0.68 0.87 2,056 3.60 0.67 0.87 0.22

Perceived Fit with Army 2 5 21,735 4.04 0.65 0.63 2,047 4.15 0.62 0.67 0.17

Physical Fitness 2 5 21,816 3.85 0.89 0.61 2,066 3.89 0.85 0.57 0.05

Possible Reasons for Leaving Army

Discrimination 3 2 21,637 0.06 0.19 0.75 2,015 0.04 0.15 0.75 -0.12

Medical Issues 2 2 21,651 0.25 0.38 0.68 2,027 0.16 0.32 .0.69 -0.23

Problems Adjusting 5 2 21,679 0.12 0.22 0.69 2,022 0.09 0.20 0.70 -0.15

All Reasons 23 2 21,716 3.05 3.34 0.82 2,043 2.07 2.95 0.83 -0.30

Satisfaction

Army Life 8 5 21,837 3.63 0.60 0.77 2,078 3.71 0.59 0.79 0.14

Officers 2 5 21,813 3.57 0.76 0.74 2,058 3.64 0.73 0.74 0.10

Supervision - Leader Self-Promotion 3 5 21,442 2.29 0.93 0.71 2,027 2.37 0.94 0.75 0.08

Supervision - Leader Support 6 5 21,772 3.52 0.77 0.79 2,053 3.55 0.75 0.80 0.03

Training 8 5 21,836 3.64 0.66 0.81 2,078 3.65 0.67 0.84 0.01

Work-FamilyBalance 2 5 21,816 3.61 0.85 0.70 2,070 3.75 0.80 0.70 0.16

Unsure about Army Career* 6 2 21,377 0.86 1.09 0.49 2,027 0.84 1.03 0.41 -0.02

Note. aOne of the Continuance Intentions items on the FY99 SRS was not included on the FY03 SRS, thus no dstatistic or alpha is reported for this variable. *These composites were calculated by summing the number of items

endorsed by each respondent. d = Standardized mean difference (Cohen's effect size statistic) = (MFY03 - MFY99) I

Pooled SD.

17
Table 7. Comparison of FY99 and FY03 Samples on EOTS (AIT/OSUT) Composite Descriptive

Statistics

FY99 FY03

Composite Items Scale N M SD ax N M SD ax d

Affective Commitment 6 5 17,103 3.59 0.77 0.84 781 3.84 0.68 0.79 0.32

Continuance Intentionsa 2 Varies 17,001 2.99 1.51 - 773 3.42 1.51 - -

General Self Efficacy 5 5 16,991 4.11 0.79 0.87 779 4.25 0.74 0.88 0.17

Importance of Core Army Values

Duty, Integrity, and Personal Courage 12 7 16,996 6.20 0.90 0.95 778 6.26 0.87 0.96 0.06

Loyalty and Selfless Service 4 7 16,994 5.83 1.25 0.82 779 6.17 1.06 0.92 0.27

Job Performance (self-rated) 3 5 17,052 3.73 0.87 0.82 775 3.74 0.89 0.84 0.01

Military vs. Civilian Life

Benefits 2 5 16,477 4.08 0.93 0.74 748 4.23 0.90 0.80 0.16

Job Characteristics 7 5 16,998 3.65 0.78 0.82 774 3.81 0.77 0.84 0.20

Pay 2 5 16,828 2.38 1.15 0.78 766 2.67 1.19 0.79 0.25

Time for Personal Life 3 5 16,850 2.05 0.97 0.78 765 2.40 1.12 0.83 0.36

Overall 14 5 17,029 3.19 0.70 0.88 776 3.41 0.74 0.89 0.31

Perceived Fit with Army 2 5 17,067 3.99 0.70 0.65 776 4.06 0.64 0.66 0.10

Physical Fitness 2 5 17,105 3.93 0.87 0.61 779 3.94 0.88 0.61 0.01

Possible Reasons for Leaving Army

Discrimination 3 2 17,020 0.06 0.19 0.75 759 0.03 0.15 0.73 -0.13

Medical Issues 2 2 17,027 0.25 0.38 0.68 760 0.18 0.33 0.64 -0.18

Problems Adjusting 5 2 17,044 0.15 0.24 0.71 763 0.13 0.22 0.66 -0.11

All Reasons 23 2 17,074 3.31 3.45 0.82 771 2.34 3.11 0.83 -0.28

Satisfaction

Army Life 8 5 17,109 3.42 0.69 0.82 783 3.64 0.63 0.81 0.32

Officers 2 5 17,101 3.48 0.78 0.72 772 3.59 0.78 0.74 0.14

Supervision - Leader Self-Promotion 3 5 16,848 2.45 0.93 0.72 772 2.63 1.00 0.74 0.19

Supervision - Leader Support 6 5 17,066 3.44 0.79 0.82 778 3.52 0.78 0.82 0.10

Training 8 5 17,111 3.50 0.70 0.82 783 3.60 0.67 0.84 0.13

Work-FamilyBalance 2 5 17,099 3.33 0.93 0.73 781 3.62 0.87 0.73 0.31

Unsure about Army Career* 6 2 16,828 0.89 1.10 0.48 759 0.91 1.09 0.48 0.02

Note. aOne of the Continuance Intentions items on the FY99 SRS was not included on the FY03 SRS, thus no dstatistic or alpha is reported for this variable. *These composites were calculated by summing the number of items

endorsed by each respondent. d = Standardized mean difference (Cohen's effect size statistic) = (MFY03 - MFY99) /

Pooled SD.

18
Base Rate and Composition of BCT Attrition

Table 8 shows BCT attrition rates for the full FY99 and FY03 cohorts, as well as BCT

attrition rates for Soldiers who responded to the SRS in these cohorts. The BCT attrition rate in

FY99 (6.6%) was slightly higher than the rate in FY03 (5.1%). Exploring these differences

further, we examined rates of attrition by month of service. In the FY99 cohort, the attrition rate

in the first month of service was 2.3%; in the second month of service, the conditional rate of

attrition was 4.4%."1 In the FY03 cohort, the overall attrition rate in the first month of service

was 1.4%; in the second month of service, the conditional rate of attrition was 3.7%.

Table 8. Comparison ofBCTAttrition Rates for FY99 and FY03 Samples

Sample/Status N Attrition Rate

Full FY99 Cohort

Attritee 4,103 6.6

Still-in-Service 58,257

FY99 SRS Sample

Attritee 1,673 5.9

Still-in-Service 26,798

Full FY03 Cohort

Attritee 3,398 5.1

Still-in-Service 64,086

FY03 SRS Sample

Attritee 139 4.9

Still-in-Service 2,705

Note. Still-in-service reflects the number of Soldiers still in service (or Soldiers treated as such, recall the discussion

following Table 2) at the end of BCT.

Given the slightly lower base rate of BCT attrition in the FY03 cohort, we followed up on

the above analyses to explore the possibility that either (a) BCT attrition was "pushed" to later

periods in time, or (b) the trend of lower rates of attrition in the FY03 cohort extended across later

months of service. To assess these possibilities, we generated life tables depicting attrition rates for

two sets of FY03 Soldiers: (1) the full FY03 cohort, and (2) Soldiers who entered service prior to

July 1, 2003 (n = 48,966), and compared them to a life table for FY99 Soldiers.12 Limiting the

FY03 cohort to Soldiers who entered prior to July 1 allowed us to examine attrition rates across a

greater number of months of service. For example, because the DMDC attrition data we obtained

were current through March 31, 2004, it enabled us to examine attrition through 9 months of

service for that segment of the FY03 cohort that accessed prior to July of 2003. For the full FY03

cohort, we were only able to examine attrition through 6 months of service.

"1 By "conditional" we mean the attrition rate in the second month of service among those Soldiers who survived

their first month of service. Soldiers who attrited in their first month of service were excluded from the calculation

of this conditional rate.

12 Life tables depict the conditional rate of attrition for each month of service (i.e., the hazard). Hazards are

calculated only among Soldiers who are still-in-service at the start of the given month of service. They are very

useful for examining patterns in attrition across time (Putka, 2004a).

19
Table 9 shows the life tables for (a) the FY99 cohort, (b) the full FY03 cohort, and (c) the

pre-July FY03 cohort. Figure 2 shows the hazard profiles for these groups, which are simply

plots of the hazards (i.e., conditional attrition rates) by month of service. Examination of these

results clearly reveals that the hazard profiles for Soldiers in the FY99 and FY03 cohorts are

similarly shaped (e.g., an early peak at 2 months of service that drops off through later months).

Although the hazard profiles are essentially parallel, it is also apparent that the FY03 hazards

tend to be slightly lower than the FY99 hazards consistently across months of service. These

results suggest that the trend in attrition rates over time in the FY99 and FY03 cohorts across

time are quite similar (at least through 9 months of service), yet across the board, the FY03

attrition rates appear to be slightly lower than those found in the FY99 cohort.

In addition to comparing base rates of BCT attrition, the composition of BCT attrition

across cohorts was also assessed. Table 10 shows the composition of BCT attrition (by ISC and

month of service) for Soldiers in the FY99 and FY03 cohorts. Examination of Table 10 reveals

that the vast majority of BCT attrition in both cohorts (FY99: 86.4%, FY03: 78.3%) was

attributed to two ISCs: 87 (Entry Level Performance and Character/ Trainee Discharge Program)

and 16 (Medically Unqualified for Active Duty). With regard to the distribution of these two

ISCs across cohorts, ISC 16 accounted for a greater percentage of BCT attrition in FY03

(relative to FY99), whereas ISC 87 accounted for a greater percentage of BCT attrition in FY99

(relative to FY03). Another difference with regard to the composition of BCT attrition across

cohorts was that ISC 17 (Failure to Meet Weight or Body Fat Standards) accounted for more

attrition in the FY03 cohort (12.6% of BCT attrition) than it did in the FY99 cohort (1.0% of

attrition). Taken together, these findings indicate the composition of BCT attrition in the FY99

and FY03 were generally quite similar, however a greater percentage of BCT attrition in the

FY03 cohort was linked to Medical/Physical ISCs (62.8%) than in the FY99 cohort (45.0%).

Bivariate Relationships between Pre-Training Variables and BCT Attrition

Table 11 shows correlations and c-statistics for SRS variables. The majority of SRS

variables had relationships with BCT attrition that were highly similar across cohorts. Indeed, the

variables that were among the most predictive of BCT attrition in the FY99 cohort (e.g. Attrition

Cognitions, Generalized Self-Efficacy, Possible Reasons for Leaving Army: Problems Adjusting

and All, SRS Item 58: Level of Stress/Strain) were also among the most predictive variables in

the FY03 cohort, and maintained similar levels of predictive validity. Nevertheless, a few

differences did emerge between cohorts.' 3 For example, Affective Commitment, Importance of

Core Army Values: Loyalty and Selfless Service, Military vs. Civilian Life, and Advising Others

to Join the Army were more predictive of FY99 BCT attrition than FY03 BCT attrition.

However, it is important to note that these variables were not generally among the strongest

predictors of FY99 BCT attrition to begin with; thus, their slight drop in validity in the FY03

cohort is not of large concern. Perhaps a more interesting difference that emerged was that SRS

variables reflecting medical and physical factors (i.e., SRS Item 37: Medical advice against

exercise, SRS Item 36: # of serious injuries before Army, and SRS Item: 35: Average fitness

level before Army) were more predictive of FY03 BCT attrition than FY99 BCT attrition. This

finding is consistent with results presented earlier that showed a greater proportion of FY03 BCT

attrition (relative to FY99) was attributed to Medical/Physical ISCs.

13 When SRS item numbers are cited in this report, they refer to item numbers on the FY99 SRS.

20
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220
Table 10. Composition ofBCTAttrition by Cohort

FY99 Cohort FY03 Cohort

Ist Month 2nd Month Total BCT 1st Month 2nd Month Total BCT

Category of Attrition/ISC f % - % ,f % f % f % f %

All Attrition 1,404 100.0 2,699 100.0 4,103 100.0 929 100.0 2,469 100.0 3,398 100.0

Moral Character 0 0.0 4 0.1 4 0.1 3 0.3 4 0.2 7 0.2

78 Good of the service (discharge in lieu of court-martial) 1 0.1 2 0.1 3 0.1

65 Discreditable incidents, civilian or military 1 0.1 1 0.0

67 Drugs

84 Commission ofa serious offense 1 0.1 1 0.0

80 Misconduct, reason unknown 1 0.0 1 0.0

102 Dropped from strength, imprisonment 1 0.0 1 0.0

75 AWOL or desertion 1 0.0 1 0.0 1 0.0 1 0.0

64 Alcoholism

73 Court-martial

83 Pattern of minor disciplinary infractions 1 0.0 1 0.0 1 0.0 1 0.0

71 Civil court conviction

Performance 653 46.5 1,333 49.4 1,986 48.4 238 25.6 795 32.2 1,033 30.4

87 Entry level performance-conduct/Trainee Discharge Pgm 652 46.4 1,333 49.4 1,985 48.4 238 25.6 795 32.2 1,033 30.4

86 Unsatisfactory performnance/Expeditious Discharge Pgm 1 0.1 1 0.0

85 Failure to meet minimum qualifications for retention

Medical/Physical 615 43.8 1,232 45.6 1,847 45.0 585 63.0 1,548 62.7 2,133 62.8

16 Medically unqualified for active duty, other 471 33.5 1,090 40.4 1,561 38.0 377 40.6 1,249 50.6 1,626 47.9

17 Failure to meet weight or body fat standards 12 0.9 31 1.1 43 1.0 191 20.6 236 9.6 427 12.6

10 Condition existing prior to service 132 9.4 111 4.1 243 5.9 17 1.8 62 2.5 79 2.3

14 Disability, no condition existing prior to SVC, no sev pay 1 0.0 1 0.0

Pregnancy/Parenthood 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0

94 Pregnancy

97 Parenthood

Other 136 9.7 130 4.8 266 6.5 103 11.1 122 4.9 225 6.6

101 Dropped from strength, desertion 5 0.4 II 0.4 16 0.4 34 3.7 13 0.5 47 1.4

60 Character or behavior disorder 13 0.9 32 1.2 45 1.1 6 0.6 17 0.7 23 0.7

76 Homosexuality 7 0.5 28 1.0 35 0.9 7 0.8 49 2.0 56 1.6

22 Dependency or hardship 16 1.1 20 0.7 36 0.9 7 0.8 8 0.3 15 0.4

74 Fraudulent entry 59 4.2 28 1.0 87 2.1 21 2.3 10 0.4 31 0.9

99 Other 4 0.3 4 0.1 8 0.2 1 0.0 I 0.0

91 Erroneous enlistment or induction 26 1.9 2 0.1 28 0.7 22 2.4 20 0.8 42 1.2

98 Breach of contract 3 0.2 3 0.1 6 0.6 1 0.0 7 0.2

998 Invalid SPD 1 0.0 1 0.0

103 Record correction 3 0.2 3 0.1 6 0.1

90 Secretarial authority 1 0.0 1 0.0

105 Dropped from strength, other 2 0.1 2 0.1

96 Conscientious objector

72 Security

92 Sole surviving family member 1 0.0 1 0.0

Note. f= Frequency of ISC in time period. % = Percentage of all attrition in the given time period that was linked to

each ISC.

23
Table 11. Correlations between SRS Variables and BCT Attrition by Cohort

FY99 FY03

SRS Variable N r r* c SEc N r r* c SE,

Composites

Affective Commitment 28,445 -. 11 -. 17 .608 .008 2,775 -.06 -. 10 .561 .028

Attrition Cognitions 28,471 .19 .30 .660 .008 2,829 .16 .27 .640 .028

Continuance Commitment 28,471 -.06 -.10 .561 .008 2,814 -.04 -.08 .545 .026

Continuance Intentions' 28,471 -.06 -.09 .579 .008 2,764 -.03 -.06 .544 .029

Generalized Self Efficacy 28,443 -. 15 -.25 .640 .008 2,770 -. 15 -.25 .648 .027

Importance of Core Army Values

Duty, Integrity, and Personal Courage 28,438 -.06 -. 10 .545 .008 2,824 -.05 -.09 .519 .028

Loyalty and Selfless Service 28,435 -.07 -. 12 .565 .008 2,825 -.04 -.06 .506 .027

Military versus Civilian Life

Pay 27,888 -.01 -.02 .509 .008 2,735 .03 .05 .547 .027

Quality of Work Life 28,342 -.05 -.07 .539 .008 2,780 .00 .00 .515 .028

Time for Personal Life 28,045 -.04 -.06 .546 .008 2,734 .00 -.01 .510 .027

Overall 28,363 -.05 -.07 .540 .008 2,793 .01 .01 .512 .027

Participation in DEP Activities 28,293 -.05 -.08 .553 .008 2,833 -.05 -.09 .565 .025

Participation in High School Activities 28,321 -.01 -.02 .517 .007 2,756 .01 .02 .514 .026

Possible Reasons for Leaving Army

Deviance 28,223 .05 .08 .543 .008 2,786 .05 .09 .530 .026

Discrimination 28,191 .01 .02 .509 .007 2,786 .03 .04 .516 .026

Problems Adjusting 28,288 .12 .20 .624 .008 2,786 .12 .20 .619 .026

All Reasons 28,408 .10 .16 .625 .007 2,786 .12 .20 .632 .025

Reasons for Joining Army

Escape Problems 28,347 .01 .02 .512 .007 2,787 .01 .02 .518 .026

Family/Friends Influence 28,338 .01 .02 .507 .008 2,745 .04 .06 .539 .027

Job Benefits 28,412 .01 .01 .517 .008 2,816 .01 .02 .522 .025

Opportunity to Travel 28,377 -.05 -.08 .554 .008 2,772 -.04 -.07 .541 .028

Personal Growth 28,389 -.05 -.08 .549 .008 2,806 -.03 -.04 .534 .026

Training and Experience 28,373 -.02 -.04 .518 .008 2,757 -.01 -.02 .509 .026

Reasons for Quitting Previous Jobs 28,235 .05 .09 .559 .008 2,706 .03 .05 .532 .026

Thoughts of Quitting High School 27,907 .08 .13 .576 .008 2,668 .08 .14 .570 .027

Trouble in High School 27,932 .05 .08 .543 .008 2,589 .03 .05 .509 .028

Unsure about Army Career 28,295 .02 .04 .521 .007 2,726 .05 .08 .555 .025

SRS Single Items

58. Level of stress/strain 28,386 .11 .18 .641 .007 2,586 .09 .15 .615 .027

37. Medical advise against exercise 28,419 .07 .10 .532 .008 2,667 .10 .16 .547 .028

36. # serious injuries before Army 28,442 .05 .08 .543 .008 2,678 .08 .13 .563 .027

35. Average fitness level before Army 28,427 -.07 -. 10 .574 .007 2,770 -.09 -. 15 .609 .026

25a. Never thought about quitting HS 27,907 -.07 -. 12 .570 .008 2,668 -.06 -. 10 .561 .027

05. How long in DEP? 28,165 -.07 -. 12 .588 .007 2,738 -.09 -. 15 .603 .026

53. Advise female about joining Army 28,276 -.06 -. 10 .558 .008 2,701 .00 .00 .502 .026

24
Table 11. Continued.

FY99 FY03

SRS Variable N r r* c SEe N r r* c SE,

SRS Single Items (continued)

47. Work I enjoy most is available 28,360 -.07 -. 11 .573 .008 2,711 -.05 -.08 .546 .027

59. Current level of morale 28,394 -.09 -. 14 .587 .008 2,566 -. 11 -.19 .620 .027

52. Advise male about joining Army 28,272 -. 10 -. 16 .571 .008 2,706 -.04 -.06 .522 .026

Note. r = Point-biserial correlation or phi coefficient. r* = Adjusted correlations between the given predictor and

BCT attrition (Kemery et al., 1988). Adjusted correlations provide an estimate of what the correlation would be if

the base rate of BCT attrition were .50. c = c-statistic. SEc = standard error of c-statistic. All r are significant (p <

.05, one-tailed), except those that are bolded.

Table 12 shows correlations and c-statistics for administrative variables. Like the SRS

variables, the validities of the administrative variables for predicting BCT attrition in the FY99

and FY03 cohorts were generally quite similar. In both the FY99 and FY03 cohorts, the

administrative variable with the strongest relationship to BCT attrition was gender. In the FY99

cohort, the odds of females attriting in BCT were about 2.3 times greater than the odds of males

attriting in BCT, whereas in the FY03 cohort, the odds of females attriting in BCT were about

2.4 times greater than such odds for males (see Table 13). Other notable similarities across

cohorts include: (a) Tier II Soldiers (i.e., alternative credential holders) more likely to attrit in

BCT than high school graduates, (b) whites were more likely to attrit in BCT than minorities, (c)

Soldiers who required a medical enlistment waiver for entry into service were more likely to

attrit than Soldiers without such a waiver, (d) married Soldiers were more likely to attrit than

single Soldiers, and (e) Combat Arms Soldiers were less likely to attrit in BCT than non-Combat

Arms Soldiers (see Table 13).

Table 12. Correlations between Demographic Variables and BCT Attrition by Cohort

FY99 FY03

Administrative Variable N r r* c SEc N r r* c SEc

ASVAB GT Score 62,248 .00 -.01 .502 .004 58,588 -.02 -.04 .530 .005

Education Tier at Entry 62,126 .05 .08 .536 .005 63,634 .04 .06 .529 .005

Marital Status at Entry (Married) 62,361 .05 .08 .536 .005 67,283 .02 .04 .520 .005

Medical Enlistment Waiver* 28,321 .03 .04 .517 .007 2,619 .06 .09 .540 .028

Moral Character Enlistment Waiver* 28,341 .00 .00 .502 .007 2,668 -.04 -.06 .524 .025

MOS Classification 61,780 .06 .09 .562 .004 67,484 .04 .07 .545 .005

Race/Ethnicity 62,361 .05 .08 .551 .004 67,484 .03 .05 .533 .005

Gender(Female)** 62,361 .12 .18 .595 .005 2,678 .11 .18 .613 .027

Note. r = Point-biserial correlation or phi coefficient. r* = Adjusted correlations between the given predictor and

BCT attrition (Kemery et al., 1988). Adjusted correlations provide an estimate of what the correlation would be if

the base rate of BCT attrition were .50. c = c-statistic. SEc = standard error of c-statistic. All r are significant (p <

.05, one-tailed), except those that are bolded. *FY99 and FY03 values were based on SRS responses of cohort

members. **FY03 values were based on SRS responses because gender was not pulled from the EMF for the FY03

cohort.

25
Table 13. BCTAttrition Rates by Demographic Group and Cohort

FY99 FY03

Administrative Variable Rate OR Rate OR

Education Tier at Entry (Tier I) 6.1 4.8

Tier II 10.0 1.58 7.2 1.46

Tier III 7.6 1.23 4.3 0.90

Marital Status at Entry (Married) 10.1 6.1

Single 6.1 0.63 4.7 0.78

Medical Enlistment Waiver (Yes)* 7.8 8.2

No 5.7 0.75 4.4 0.56

Moral Character Enlistment Waiver (Yes)* 5.6 2.2

No 5.9 1.05 5.1 2.25

MOS Classification (Combat Arms) 4.2 3.6

Combat Support 7.0 1.61 5.6 1.52

Combat Service Support 7.8 1.76 5.5 1.50

Race/Ethnicity (White) 7.5 5.5

Black 5.9 0.80 4.5 0.83

Hispanic 3.9 0.54 3.4 0.63

Other 4.4 0.61 4.4 0.81

Gender (Female)** 12.5 8.4

Male 5.1 0.44 3.3 0.41

Note. Rate = BCT attrition rate for Soldiers in the given group. OR = Odds ratio Odds of attrition for given group /

Odds of attrition for referent group. The referent group for each administrative variable is noted in parentheses. *FY99 and FY03 values were based on SRS responses of cohort members. **FY03 values were based on SRS

responses because gender was not pulled from the EMF for the FY03 cohort.

Although findings with regard to the predictiveness of administrative variables were

generally similar, a few differences warrant highlighting. For example, both waiver variables

(Medical and Moral Character) appeared to have stronger relationships with BCT attrition in the

FY03 cohort. In the FY03 cohort, Soldiers with medical enlistment waivers were 1.79 times more

likely to attrit in BCT than Soldiers without such waivers, whereas in the FY99 cohort Soldiers

with medical enlistment waivers were only 1.33 times more likely to attrit in BCT than Soldiers

without such waivers. Like the pattern of validities observed for medical/physical SRS variables,

this finding is consistent with the fact that Medical/Physical ISCs accounted for a greater

proportion of BCT attrition in the FY03 cohort (relative to FY99). With regard to moral character

waivers, Soldiers with such waivers in the FY03 cohort were 2.25 times less likely to attrit in BCT

than Soldiers without such waivers, whereas in the FY99 cohort, Soldiers with moral character

waivers were only 1.05 times less likely to attrit in BCT than Soldiers without such waivers.

Structural Models of BCT Attrition

Recall that prior to fitting an overall model of BCT attrition in the FY99 sample, we

needed to determine which BCT structural model from the FY99 longitudinal report should

initially be fitted as the overall model of BCT attrition in the FY99 sample. As noted earlier, we

chose to fit a model that was identical in structure to the final structural model of second month

26
BCT attrition (Putka, 2004b). Upon fitting this model to the FY99 data, we found that the MOS

dummy variables (Combat Support and Combat Service Support) failed to have significant direct

effects on attrition. This finding was not surprising because results presented in the FY99

longitudinal report indicated the direction of the relationship between MOS and BCT attrition

reversed itself across the first 2 months of service (Putka, 2004b). In light of these findings, we

eliminated the direct paths from the MOS dummies to attrition and refit the model to the FY99

data. The fit of the new model was very good (see Table 14) and all of the remaining path

coefficients in the model were statistically significant (see Table 15).

Table 14. Model Fit Statistics for Structural Models ofBCTAttrition

Fit Statistics

Cohort/Model N df X2 AX2 CFI TLI RMSEA

FY99 Cohort

FY99 Model 25,543 43 627.3 - .990 .979 .023

FY03 Cohort

Unconstrained FY99 Model 1,704 43 106.5 - .984 .966 .029

Constrained FY99 Model 1 (Attrition Paths Fixed) 1,704 51 125.7 19.2* .981 .966 .029

Constrained FY99 Model 2 (All Paths Fixed) 1,704 90 271.6 145.9* .953 .953 .034

Note. CFI = Comparative Fit Index. TLI = Tucker-Lewis Index. RMSEA =Root Mean Square Error of

Approximation. *Change in chi-squared from previous (less constrained) model is statistically significant (p < .05),

indicating the given model fits the data worse than the previous model.

Cross-Validating the FY99 Structural Model in the FY03 Cohort

As described earlier, we conducted a series of nested SEM analyses in the FY03 sample

to assess the degree to which the FY99 structural model of BCT attrition generalized to the FY03

cohort. Model fit statistics, path coefficients, and multiple correlations associated with these

nested models are shown in Tables 14, 15, and 16 respectively.

The first model we fitted to the FY03 data allowed all parameters in the FY99 model to

be freely estimated. This model is referred to as the Unconstrained FY99 Model in Tables 14

through 16. Although this first model provided a very good fit to the FY03 data based on CFI,

TLI, and RMSEA statistics, a few of the path coefficients that were statistically significant in the

FY99 cohort failed to reach significance in the FY03 cohort. Nevertheless, the paths that failed

to reach significance in the FY03 cohort were generally among the weaker paths from the FY99

cohort. Furthermore, those variables that were the strongest predictors of the endogenous

variables in the FY99 cohort remained statistically significant and were again among the

strongest predictors of such variables in the FY03 cohort. Also of note, the multiple correlation

statistics (which index the degree to which each endogenous variable in the model was predicted

by variables with paths leading to it; see Table 16) for the Unconstrained FY99 model in the

FY03 cohort were nearly identical to those found in the FY99 cohort. Taken together, such

findings suggest that similar levels of prediction could be obtained in the FY03 cohort with

fewer of the variables contained in the FY99 model. Lastly, it is worth noting that the direct

effects of Fitness and Medical II: Medical History Concerns on BCT attrition were stronger in

27
Table 15. Model Parameter Estimates and Wald Statistics for Structural Models ofBCT Attrition

FY99 Cohort FY03 Cohort

Unconstrained Constrained Constrained

FY99 Model FY99 Model FY99 Model I FY99 Model 2

Outcome/Predictor b Wald B Wald b Wald b Wald

Attrition

Attrition Cognitions 0.36 19.73 0.31 3.40 0.36 _ 0.36 -

Female 0.51 15.73 0.33 2.59 0.51 - 0.51 -

Past Withdrawal Propensity 0.19 15.51 0.21 4.25 0.19 - 0.19 -

Married 0.26 6.64 0.17 1.08 0.26 - 0.26 -

Medical II: Medical History Concerns 0.08 6.22 0.24 4.16 0.08 - 0.08 -

Medical I: Medical Waiver/Failure 0.05 3.83 0.00 0.01 0.06 - 0.06 -

Fitness -0.05 -3.58 -0.24 -3.57 -0.05 - -0.05 -

ASVAB GT Score 0.00 -1.73 0.00 -0.44 0.00 - 0.00 -

Attrition Cognitions

Positive Army Affect -0.41 -72.53 -0.36 -19.00 -0.37 -19.22 -0.41 -

Generalized Self-Efficacy -0.30 -49.97 -0.36 -15.79 -0.35 -15.66 -0.30 -

57h. Homesickness 0.21 31.23 0.15 6.06 0.15 6.27 0.21 -

58. Stress/Strain 0.06 29.98 0.06 7.82 0.06 7.81 0.06 -

Utility/Ease of Withdrawal 0.12 26.74 0.08 5.53 0.07 5.45 0.12 -

Medical II: Medical History Concerns 0.04 15.73 0.02 2.58 0.02 2.60 0.04 -

Reasons for Joining Army- Personal Growth -0.05 -14.21 -0.06 -5.39 -0.06 -5.35 -0.05 -

Core Army Values -0.05 -12.52 -0.03 -2.20 -0.03 -2.29 -0.05 -

Reasons for Potentially Leaving Army- All 0.01 12.38 0.01 2.91 0.01 2.83 0.01 -

ASVAB GT Score 0.00 -11.76 0.00 -2.33 0.00 -2.43 0.00 -

Reasons for Joining Army- Travel -0.02 -5.75 -0.02 -1.71 -0.02 -1.68 -0.02 -

MOS: Combat Service Support -0.04 -5.30 -0.02 -0.85 -0.03 -1.02 -0.04 -

MOS: Combat Support -0.02 -2.43 0.00 -0.09 0.00 -0.01 -0.02 -

Generalized Self-Efficacy

Attrition Cognitions -0.66 -100.67 -0.72 -27.85 -0.72 -27.87 -0.66 -

Fitness 0.22 65.45 0.18 16.07 0.18 16.06 0.22 -

4. Perceived Familiarity with Army 0.08 25.88 0.06 4.88 0.06 4.76 0.08 -

Unsure About Army Career -0.05 -16.69 -0.07 -6.44 -0.07 -6.57 0.00 -

Core Army Values 0.07 15.29 0.09 5.68 0.09 5.58 0.07 -

Female -0.10 -11.32 -0.10 -3.59 -0.10 -3.55 -0.10 -

ASVAB GT Score 0.00 6.57 0.00 1.26 0.00 1.28 0.00 -

MOS: Combat Support -0.04 -3.76 0.05 1.12 0.06 1.31 -0.04 -

Married 0.03 2.71 0.03 1.02 0.03 1.18 0.03 -

MOS: Combat Service Support -0.01 -1.48 0.02 0.66 0.02 0.53 -0.01 -

Stress/Strain

Positive Army Affect -0.60 -40.46 -0.58 -9.69 -0.59 -9.76 -0.60 -

Race: Black -0.50 -25.93 -0.44 -5.61 -0.44 -5.67 -0.50 -

57h. Homesickness 0.49 21.46 0.35 3.59 0.35 3.55 0.49 -

Unsure About Army Career 0.14 17.72 0.17 4.96 0.17 5.12 0.14 -

28
Table 15. continued

FY99 Cohort FY03 Cohort

Unconstrained Constrained Constrained

FY99 Model FY99 Model FY99 Model I FY99 Model 2

Outcome/Predictor b Wald b Wald b Wald b Wald

Stress/Strain (continued)

Reasons for Potentially Leaving Army- All 0.04 13.50 0.06 4.10 0.06 4.17 0.04 -

Race: Hispanic -0.33 -12.85 -0.26 -2.43 -0.25 -2.39 -0.33 -

Female 0.24 10.36 0.10 1.28 0.10 1.27 0.24 -

Race: Other -0.33 -9.65 0.09 0.66 0.09 0.68 -0.33 -

4. Perceived Familiarity with Army -0.07 -8.08 -0.08 -2.55 -0.08 -2.55 -0.07 -

Fitness -0.07 -7.96 -0.04 -1.32 -0.04 -1.20 -0.07 -

Reasons for Joining Army- Personal Growth 0.07 7.93 0.01 0.19 0.01 0.15 0.07 -

Medical II: Medical History Concerns 0.07 7.51 0.15 3.63 0.15 3.56 0.07 -

Reasons for Joining Army- Travel -0.05 -6.35 0.00 0.03 0.01 0.16 -0.05 -

Married 0.14 5.45 0.10 1.24 0.09 1.14 0.14 -

MOS: Combat Support -0.06 -2.92 -0.08 -0.89 -0.08 -0.85 -0.06 -

MOS: Combat Service Support -0.04 -2.26 -0.17 -2.21 -0.17 -2.18 -0.04 -

Note. aNo Wald statistics are listed for path coefficients that were constrained to equal the FY99 path coefficient

estimates. For each outcome, predictors are sorted in descending order by magnitude of their Wald statistic in the

FY99 cohort. Paths with statistics that exceed 1.65 in magnitude are statistically significant (p < .05, two-tailed).

Significant paths appear in bold type.

the FY03 cohort than the FY99 cohort. Again, such findings are consistent with differences

found in the ISC composition of BCT attrition in the two cohorts noted earlier. To help illustrate

the portions of the FY99 model that remained statistically significant (i.e., cross-validated) in the

FY03 cohort, Figure 3 depicts a revised structural model of BCT attrition that shows only those

paths that were significant in both the FY99 and FY03 data sets.

The second structural model we fitted to the FY03 data was identical to the

Unconstrained FY99 Model described above with the exception that the path coefficients linking

predictors to BCT attrition were constrained to equal the path coefficients for those predictors as

estimated in the FY99 cohort. Note that the path coefficients to the other endogenous variables in

the model remained free to vary. This model is referred to as Constrained FY99 Model 1

(Attrition Paths Fixed) in Tables 14 through 16. Although this model provided a very good fit to

the FY03 data based on CFI, TLI, and RMSEA statistics (essentially identical to the

unconstrained model), it resulted in significantly worse fit (statistically) than the Unconstrained

FY99 Model (X2(8) = 19.2, p < .05). Such findings may lead one to conclude that constraining

the path coefficients that link predictors directly to attrition to be equal to those estimated in the

FY99 sample resulted in a poorer fitting model. However, caution should be taken in drawing

such a conclusion because the magnitude of this decrement in fit appeared to be quite small,

based on (a) other model fit statistics (i.e., CFI, TLI, and RMSEA) and (b) the multiple

correlations associated with prediction of the endogenous variables-all of which were nearly

identical to those found for the unconstrained model.

29
v Q)

0-

tn

C6~

20 V)

~ci

-C N

CZ,

E >

to-

~0 co,

>- 0>

m 0

ca riCD 0

>0 c -

0 0 0 9 0

30
Table 16. Multiple R2 and R Statistics for Endogenous Variables in Structural Models ofBCT

Attrition

Cohort/Model R2 R

FY99 Cohort

FY99 Model

BCT Attrition .15 .39

Attrition Cognitions .74 .86

Generalized Self-Efficacy .89 .94

Stress/Strain .26 .51

FY03 Cohort

Unconstrained FY99 Model

BCT Attrition .22 .46

Attrition Cognitions .68 .82

Generalized Self-Efficacy .. 88 .94

Stress/Strain .24 .49

Constrained FY99 Model 1 (Attrition Paths Fixed)

BCT Attrition .16 .39

Attrition Cognitions .67 .82

Generalized Self-Efficacy .88 .94

Stress/Strain .24 .49

Constrained FY99 Model 2 (All Paths Fixed)

BCT Attrition .16 .40

Attrition Cognitions .70 .83

Generalized Self-Efficacy .87 .93

Stress/Strain .24 .49

The third structural model we fitted to the FY03 data was identical to the previous model

with the exception that the path coefficients linking predictors to all endogenous variables were

constrained to equal the coefficients estimated in the FY99 cohort. This model is referred to as

Constrained FY99 Model 2 (All Paths Fixed) in Tables 14 through 16. Again this model

provided a good fit to the FY03 data based on CFI, TLI, and RMSEA statistics, but it resulted in

significantly worse fit than the model where only attrition paths were constrained (Q2(39) =

145.9, p < .05). Once again, although the differences in model fit were statistically significant,

based on the other fit indexes and multiple correlations associated with the endogenous variables,

this decrement in fit appeared to be small.

In addition to the SEM work described above, we also took a second approach to crossvalidating the FY99 model using logistic regression. As noted earlier, we used logistic regression

weights obtained from regressing BCT attrition on all variables having direct effects on attrition

(as revealed by the FY99 structural model, and estimated based on FY99 data), and applied those

weights to the FY03 data to form an FY99 model composite score for each Soldier. We then

compared the validity and utility of this composite for predicting BCT attrition in each cohort.

Results of these analyses are shown in Table 17.

31
Table 17. Cross- Validation of the FY99 Logistic Regression Model Composite

Model Validity Model Utility

Attrition Attrition Attrition

Rate Top Rate Top Rate Top Base

Cohort N r r* c SEc 5% 10% 15% Rate

FY99 Composite in FY99 Cohort 26,118 .29 .47 .749 .007 .290 .216 .180 .057

FY99 Composite in FY03 Cohort 1,845 .28 .49 .748 .027 .228 .173 .137 .045

Note. r = Correlation between FY99 model composite and BCT attrition in the given cohort. r* = Adjusted

correlation. c = c-statistic indexing the relationship between probabilities resulting from the FY99 composite and

BCT attrition in the given cohort. SEc = Standard error of the c-statistic. Lower = lower bound of CI. Upper = upper

bound of CI. Attrit Rate Top 5% = BCT attrition rate among Soldiers scoring in the top 5% of the FY99 model

composite (i.e., the predicted probabilities of attrition resulting from the model) in the given cohort. Attrit Rate Top

10% = BCT attrition rate among Soldiers scoring in the top 10% of the FY99 model composite in the given cohort.

Attrit Rate Top 15% = BCT attrition rate among Soldiers scoring in the top 15% of the FY99 model composite in

the given cohort. Base rate = BCT attrition rate in the sample on which validity was estimated. All r and c statistics

are significant (p < .05, one-tailed).

Examination of Table 17 reveals several noteworthy findings. First, the validity of the

FY99 composite for predicting BCT attrition in the FY03 cohort was nearly identical to its

validity for predicting BCT attrition in the FY99 cohort. The c-statistics indicate that the FY99

composite discriminated between attritees and stayers at levels that were roughly 49.8% greater

than chance in both cohorts. Such findings demonstrate that the FY99 composite maintained its

high level of validity for predicting BCT attrition in the FY03 cohort.

A similar pattern of findings emerged with regard to the utility of the FY99 composite for

identifying Soldiers at high risk of BCT attrition. For example, FY99 Soldiers scoring in the top

5% of the FY99 composite were 5.1 times more likely to attrit in BCT than the average FY99

Soldier.14 Similarly, FY03 Soldiers scoring in the top 5% of the FY99 composite were also 5.1

times more likely to attrit in BCT than the average FY03 Soldier. Such findings indicate that the

FY99 composite maintained its high level of utility for identifying Soldiers at high risk for BCT

attrition across cohorts.

14 The value of"5.1" was obtained by dividing the attrition rate of FY99 Soldiers scoring in the top in the top 5% of

the FY99 composite by the attrition rate among all FY99 Soldiers with a composite score. Thus, were the Army to

have used this composite as a screen for Soldiers entering BCT in FY99, it is predicted that they would have

identified a group of Soldiers who were at five times greater risk for BCT attrition than the average Soldier.

32
DISCUSSION

Summary of Key Findings

Below is a summary of the results associated with the seven research questions examined

in this report. A discussion of conclusions drawn from these results and suggestions for future

research on the FY03 cohort are provided.

1. How demographically similar are Soldiers in the FY99 and FY03 cohorts?

The FY99 and FY03 cohorts are very similar in terms of their demographic composition.

Demographic variables that showed the largest differences across cohorts were gender and race.

Compared to the FY99 cohort, the FY03 SRS sample had proportionally more female Soldiers

(FY03: 28.1% vs. FY99: 19.6%) and the FY03 entire cohort had proportionally more white

Soldiers (FY03: 67.7% vs. FY99: 59.9%).

2. How similar are Soldiers in the FY99 and FY03 cohorts with regard to their standing on

survey variables reflecting their experiences, attitudes, and beliefs?

As was the case with the demographic composition of the FY99 and FY03 cohorts, mean

SRS and EOTS responses among Soldiers were quite similar across cohorts. The largest

differences were associated with survey composites that reflect Soldiers' desire to serve their

country, core Army values, and favorable reactions toward the Army (e.g., favorable military vs.

civilian comparisons, affective commitment, and satisfaction with the Army). Mean scores on

such variables were generally about .20 to .40 standard deviations higher for FY03 Soldiers than

for FY99 Soldiers. Also of note, the top three reasons Soldiers cited for joining the Army

remained the same for both cohorts: #1- Educational benefits, #2- Training in job skills, and #3-

Security and stability of a job.

3. Do the survey composites formed in the FY99 cohort maintain their level of reliability

(internal consistency) in the FY03 cohort?

Nearly all SRS and EOTS survey composites formed as part of the FY99 longitudinal

study maintained their level of internal consistency in the FY03 cohort.

4. How similar are the base rates and composition of BCT attrition in the FY99 and FY03

cohorts?

The base rates and composition of BCT attrition in the FY99 and FY03 cohorts were

quite similar, as was the distribution of attrition across the first 9 months of service. The base

rate of BCT attrition in the FY03 cohort (5.1%) was slightly lower than the rate in the FY99

cohort (6.6%). The pattern in hazards (i.e., conditional monthly attrition rates) across the first 9

months of service was essentially parallel in the FY99 and FY03 cohorts. In both cohorts, the

majority of BCT attrition could be attributed to two ISCs: 87 (Entry Level Performance and

Character/ Trainee Discharge Program) and 16 (Medically Unqualified for Active Duty)-

33
(86.4% in FY99; 78.3% in FY03). Lastly, a greater percentage of BCT attrition in the FY03

cohort was linked to Medical/Physical ISCs (62.8%) than in the FY99 cohort (45.0%).

5. Do pre-training administrative and survey variables have similar levels of validity for

predicting BCT attrition in the FY99 and FY03 cohorts?

The majority of relationships between SRS variables and BCT attrition were highly

similar in the FY99 and FY03 cohorts. However, there were some exceptions. Most notably,

SRS variables that reflected medical and physical factors (i.e., SRS Item 37: Medical advice

against exercise, SRS Item 36: # of serious injuries before Army, and SRS Item: 35: Average

fitness level before Army) had stronger relationships with BCT attrition in the FY03 cohort

(relative to the FY99 cohort). With regard to administrative variables, similarly small differences

in validities were observed. Lastly, it is worth noting that the variables that were most predictive

of BCT attrition in the FY99 cohort (i.e., Attrition Cognitions, Generalized Self-Efficacy,

Potential Reasons for Leaving the Army: All) were also among the strongest predictors of BCT

attrition in the FY03 cohort.

6. Are relationships among variables in the FY99 structural model of BCT attrition

maintained in the FY03 cohort?

Based on commonly used fit statistics (e.g., CFI, TLI, and RMSEA), the FY99 model

provided a very good fit to the FY03 data. Nevertheless, a few of the path coefficients that were

statistically significant in the FY99 cohort failed to reach significance in the FY03 cohort.

However, the paths that failed to reach significance in the FY03 cohort were generally among the

weaker paths from the FY99 cohort. Indeed, those variables that were the strongest predictors of

the endogenous variables in the FY99 cohort remained among the strongest predictors of such

variables in the FY03 cohort. Furthermore, multiple correlations between endogenous variables

and predictors in the structural models examined were nearly identical across cohorts. Such

findings suggest that similar levels of prediction could be obtained in the FY03 cohort with

fewer of the variables used in the FY99 model.

7. Does a model of BCT attrition optimized in the FY99 cohort maintain its validity and

utility for predicting BCT attrition in the FY03 cohort?

The FY99 model composite retained its high level of validity and utility for identifying

Soldiers at high risk of BCT attrition across cohorts. Specifically, the FY99 model composite

was able to distinguish between BCT attritees and stayers at levels that were roughly 50%

greater than chance in both cohorts. Furthermore, Soldiers scoring in the top 5% of the FY99

model composite were roughly five times more likely to attrit in BCT than the average Soldier in

both the FY99 and FY03 cohorts.

Conclusions

The results presented in this report suggest that the FY03 and FY99 cohorts are quite

similar. Though some differences were found, they did little to diminish the predictive validity

and utility of variables and models identified as salient predictors of BCT attrition in the FY99

34
longitudinal study. In light of these findings, recommendations made based on the FY99 cohort's

longitudinal study with regard to how the Army can use these results to manage BCT attrition

still hold (McCloy & Strickland, 2004).

Recommendations for Future Research on the FY03 Cohort

Although this report provided answers to many questions regarding the similarity of the

FY99 and FY03 cohorts, several important questions remain to be answered. For example, in this

report we focused on only one type of attrition-BCT attrition. At the time this report was

written, the FY03 cohort had yet to mature enough for examination of attrition in and through

later time periods (e.g. AIT, OSUT, and in-unit). As the FY99 longitudinal report revealed,

different variables tend to be predictive of attrition at different points in time. As such, future

research efforts on the FY03 cohort should assess whether variables and models identified as

salient predictors of these later types of attrition by the FY99 study retain their predictive validity

and utility in the FY03 cohort. Furthermore, such research should continue to examine EOTS

variables as well, which were collected after Soldiers exited BCT (thus, their validity was not

examined in the present report). Such research efforts would also allow one to ascertain whether

the FY99 structural models of AIT and in-unit attrition generalize to the FY03 cohort.

Examining later attrition in the FY03 cohort would also be important in light of potential

differences between cohorts that may emerge once Soldiers join their unit. For example, whereas

the typical FY99 Soldier would have likely been assigned to a unit at a base in the United States,

the typical FY03 Soldier might be deployed to a war zone in Iraq. Assessing how such

differences might affect the degree to which administrative and survey variables predict in-unit

attrition would shed further light on how results from the FY99 study generalize to cohorts that

function during times of war. As the FY03 cohort ages, it will be possible to draw more complete

comparisons to the FY99 cohort in this regard.

Lastly, future research should compare self-reported exit survey responses from the FY99

and FY03 cohorts to assess their similarity for attrition during various time periods (e.g., BCT,

AIT, in-unit). In this report, we focused our comparison of the composition of BCT attrition

based on ISC only. It would be interesting to assess whether the same findings regarding

differences in the composition of BCT attrition (e.g., Medical/Physical attrition was more

prevalent in FY03) are found when using self-reported reasons for attrition as opposed to ISCs.

35
36
REFERENCES

Cohen, J. (1992). A power primer. Psychological Bulletin, 112, 155-159.

Hanley, J. A., & McNeil, B. J. (1982). The meaning and use of the area under a Receiver

Operating Characteristic (ROC) curve. Radiology, 143, 29-36.

Hu, L.T. & Bentler, P.M. (1999). Cutoff criteria for fit indices in covariance structure analysis:

Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1-55.

Kemery, E.R., Dunlap, W.P., & Griffeth, R.W. (1988). Correction for variance restriction in

point-biserial correlations. Journal of Applied Psychology, 73, 688-691.

Laurence, J.H. (1993). Education standards and military selection: From the beginning. In T.

Trent & J.H. Laurence (Eds.), Adaptability screening for the Armed Forces (pp. 1-40).

Washington, DC: Office of the Assistant Secretary of Defense.

Laurence, J. H., Naughton, J., & Harris, D. A. (1996). Attrition revisited: Identifying the problem

and its solutions (Research Note 96-20). Alexandria, VA: U. S. Army Research Institute

for the Behavioral and Social Sciences.

Legree, P. (2004, May). FY03 cohort study: Trends in influences on attrition in initial entry

training. Presented at the External Review Panel of ARI Projects: Attrition Determinants

and Management, Arlington, VA.

McCloy, R.A. & Strickland, W. J. (2004). Recommendations. In W.J. Strickland (Ed.), A

longitudinal study offirst term attrition and reenlistment among FY1999 enlisted

accessions. Alexandria, VA: Human Resources Research Organization.

Muthen, L.K. & Muthen, B.O. (2001). Mplus user's guide. 2 nd Edition. Los Angeles: Muthen &

Muthen.

Putka, D.J. (2004a). Composition and prediction of attrition through 48 months of service. In

W.J. Strickland (Ed.), A longitudinal study offirst term attrition and reenlistment among

FY1999 enlisted accessions. Alexandria, VA: Human Resources Research Organization.

Putka, D.J. (2004b). Modeling basic combat training attrition. In W.J. Strickland (Ed.), A

longitudinal study offirst term attrition and reenlistment among FY1999 enlisted

accessions. Alexandria, VA: Human Resources Research Organization.

Putka, D.J., & McCloy, R.A. (2001, October). A primer on signal detection theory: Applications

to the prediction of attrition in the U.S. Army. Presentation to the U. S. Army Research

Institute for the Behavioral and Social Sciences at the Human Resource Research

Organization, Alexandria, VA.

Strickland, W.J. (Ed.) (2004). A longitudinal study offirst term attrition and reenlistment among

FY1999 enlisted accessions. Alexandria, VA: Human Resources Research Organization.

Van Iddekinge, C.H. (2004). Survey composite development and coding of criteria. In W.J.

Strickland (Ed.), A longitudinal study offirst term attrition and reenlistment among

FY1999 enlisted accessions. Alexandria, VA: Human Resources Research Organization.

37
38
APPENDIX

39
SOLDIER RECEPTION SURVEY

SURVEY APPROVAL AUTHORITY: U.S. ARMY RESEARCH

INSTITUTE FOR THE BEHAVIORAL AND SOCIAL SCIENCES

SURVEY CONTROL NUMBER: PT 60-18A
* The Soldier Reception Survey is part of a research project to evaluate the attitudes and experiences of enlisted

* personnel during their careers in the United States Army. In this project, the U.S. Army Research Institute (ARI)

* will assess the expectations and impressions of new recruits, soldiers completing training, and personnel exiting

* the Army. The project covers a wide range of issues related to soldiers' jobs, careers, and the Army as a whole.

* The overall purpose is to provide senior Army leaders information for recruiting, training, and retaining a high

quality force of soliders.

* Thank you for your support for this survey program.

* PRIVACY ACT STATEMENT

1 1. The Department of the Army may collect the information requested in this survey under the authority of 10

*United States Code 2358. Providing information in this questionnaire is voluntary. Failure to respond to any

* specific question will not result in any penalty.

* 2. Public Law 93-573 (Privacy Act of 1974) requires that you be informed of the purpose and uses to be made of

* the information collected. The information collected in the survey will be used solely for research purposes.

Your Social Security Number (SSN) is requested only for linking data files. Use of SSNs is authorized by

Executive Order 9397. In accordance with federal regulations, the survey data will be safeguarded to protect

your privacy. After we have used your SSN to create the data files, a new identification code will be created to

I replace your SSN. The file linking your SSN to the new ID code will be properly secured to preserve

Iconfidentiality. Only survey statisticians involved in collecting or preparing the information for analysis will

have access to completed questionnaires. Only group statistics will be reported.

4flli' . ~woi66 fil uw~u 'i..4. y 

~~~~~~J Jahý 4.-~ .

4., 4 .'.:4 . "k L4 1, 

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iU, ti ri~'k

EU stonl Inflence -2-
1. Listed below are some reasons why people join 4. How familiar are you with what will be expected -

the Army. How important was each of these of you in the Army? -

reasons in your decision to join the Army? 0 Extremely familiar i

0 Very familiar -

d" Velip UIit 0 Moderately familiar •

Very important (0 A little familiar ii

,lm ian 0 Not at all familiar ,

Slightly Important ,

5. How long did you participate in the Delayed i

a. Army advertising ................... 6 Entry Program (DEP)? -

b. Army recruiter ...................... 0 Less than 1 month -

c. Desire to serve my country .......... 0 1 month i

d. Develop self-discipline .............. 0$ 0 2 months ,

e. Earn more money than previous job(s). ( 0) ® 3 months ,

f. Educational benefits ................ 0 $ (& 4 months --

g. Family social support services ....... P 0 5 months - .

h. Get away from a personal problem ... 0. 6, 6 months I .

i. Influence of family .................. 0 7 months

*j. Influence of friends 1 0................. 8 months i

k. Lack of civilian job opportunities ..... 0 (0G 9 months i]

I. Medical~care, coverage and benefits. (0 10 months i,

m. Military tradition in family ............ 0 11 months

n. Need to be on my own .............. 0 12 months --

o. Pay and allowances ................ ---

p. Security and stability of a job ....... -,-

q. Training in job skills ................ 6. How often did your recruiter hold DEP activities? n

r. Chance to travel 0.................. 0 More than once a month -

s. Repayment of loans 0............... About once a month

t. Prove that I could do it 0............. Less than once a month

u. Make Army a career ................ O Never -)

v. Become more mature ............... ( Don't know --

w. Take time out to decide about my = .

life plans .......................... i2

x. Gain job experience ................ 7. How often did you attend DEP activities?

y. Escape from a bad neighborhood .... 0 More than once a month

z. Needed a place to live 0............ About once a month

aa. Chance for adventure ............... 0 Less than once a month -

0 Never (Why not? Please list below) -- 2. Which of the following strongly influenced you

to join the Army? MARK ALL THAT APPLY. __

0 Parent(s)/Guardian(s) -

0 Brother/Sister

"o Friend(s) 8. In which of the following activities did you participate , I

"o Wife/Husband/Girlfriend/Boyfriend while in the DEP? MARK ALL THAT APPLY.

O Athletic Coach O None -,

o Teacher 0 Social functions with other people in the DEP -

o School Guidance Counselor 0 Films, speakers, or question and answer sessions - I

O ROTC student to get more information about Army i

o ROTC cadre member 0 Training sessions; for example, drill and - o Service member ceremonies or first aid training -

o Recruiter 0 Field trips to Army posts - -1

o Radio advertisement 0 Physical training/exercise sessions -

o Television advertisement 0 Other types of DEP activities (please list below) i

o Printed advertisement --

3. What component of the Army did you join? ..

Mark that option that best describes you.

0 Active Army --

OReserve I

O National Guard

-3- 0 o
- 9. How important is each of the following TO YOU 13. How many dependent children do you have PERSONALLY? (for whom you provide financial support)?

4 . 1 ,ONone 01 02 03 O4ormore

"- Very Important •. 14. Are you of Hispanic/Spanish origin or ancestry

Moderately Important 0 No

7 .. mSlightly - " What Important imor•tant 0 0 Yes, Yes, Mexican, Mexican-American, Chicano Puerto Rican

0 Yes, other Hispanic/Spanish

- a. Loyalty to the United States 15. What is your racial background? "M Army ........................ 0 American Indian, Eskimo or Aleut - b. Taking responsibility for your 0 Asian or Pacific Islander - actions and decisions ......... G 0 Black "- c. Putting what is good for others 0 White S above your own welfare..... 0 Whi

d. Dedication to serving the Y

United States, even to risking R

your life in its defense ........... .4

- e. Commitment to working as a 16. Fill in the circles for each grade you finished. - member of a team .......... It's OK to choose more than one type of school. " f. Dedication to leaming your job Fill a circle for EACH grade you finished. , and doing it well ............... Cl- , S~~your g. Personal work drive and to advance succeed ..... in lo' PUBLIC PRIVATE mostly GED yoa ....... PULC school PRVTosl school E at HOME equivalency "h. Being honest, open and truthful ." Grade 1 0 0 0 0 - i. Being courageous .. i- G) ""'' ' .. J@ . j. Standing up for what you firmly Grade13 0 0 0 0 - believe is right .................- , . . ... - k. Working with others tactfully... xo 010'@' Grade 5 0 0 0 0 -- I. Exhibiting excellent appearance. .® 04(®' 6,-e~ 6 22~ .

" m. High moral standards ......... 0 Grade 7 0 0 0 0 - n. Building and maintaining 2 ~ ~ _Jd~ - physical fitness and stamina.... Grade 9 c 0 0 0

BNJGrade 11 0 0 0 0

" 10. In what year were you born? "- IMPORTANT: Make sure you filled a circle above for EVERY GRADE you finished.

19 17. Did you finish high school?

@ 0 No 0 Yes. If yes, choose the credential(s) you

0D @ earned when you finished high school. Fill in at least one circle: -.• 0 Diploma - earned from a public or private

"  traditional day school - 0 Diploma - eamed from an adult

@ ((continuation) school

"" (2) (D•)0 Diploma - issued by parents or tutors for )home schooling

"0 Diploma- issued by an association, school,

or state for home schooling 0 Diploma - issued by a vocational or - 11. When you were growing up, did you have a parent/ technical school S guardian who was career active duty military? 0 Diploma-issued by a correspondence

"" OYes 0 No school rr " 0 GED equivalency diploma - 12. Are you: 0 Certificate - for high school attendance

FghIMF OMale O Female or completion

P Mr • -m BEEN• •• • 4-
18. Did you finish one semester/quarter of college 25. If you ever thought about quitting high school, -

(at least 4 courses)? Do not include advanced show why. MARK ALL THAT APPLY. -

placement courses you took in high school. 0 I never thought about quitting high school -

0 No 0 Yes. If yes, fill in your highest level: 0 My family needed money or needed me at home -

0 One or more semesters/quarters 0 1 was expelled or suspended -

of college 0 1 was bored, wasn't learning anything useful -

0 One or more semesters/quarters 0 I got married or became a parent -

of vocational college 0 I was getting bad grades -

0 An associate degree 0 1 didn't get along with the other students -

0 A bachelor's or higher degree 0 The rules were too strict -

0 1 wasn't going to graduate on time -

0 1 didn't get along with the teachers, counselors, -

19. Did you participate in the National Guard or the principal -

ChalleNGe program? 0 1 wanted to work full time -

0 No 0 Yes. If yes, did you graduate from 0 Other reasons -

ChalleNGe? ,

0 No 0 Yes -

26. During high school, did you participate In any of -

the following activities? MARK ONE RESPONSE -

20. What was your average grade during the time you FOR EACH ACTIVITY. -

were in high school? -

0 A or A- ..

OB+orB Participated -

0 B- or G+ Ddala~~

OCorC- • ,

O D or lower a. Athletic teams ................... QP -

b. Drama, music, art, chorus ............... 0

c. School clubs ............................ ID 0• •0

21. Are you planning to go to college? d. Other clubs (Scouts, "Y", 4-H, etc.) ........ 0, "--

0 Yes, while on active duty during this enlistment ,

(0) Yes, after I complete this term of active duty -

ONo 27. During your high school years, what size city or - -

0 Undecided area did you live In? -

0 Large city (over 300,000 people) -

0 Suburb of a large city -

22. Did you ever get into trouble at school for doing 0 Medium-sized city (50,000-300,000) -

any of the things below? Mark all things for which 0 Small city or town (under 50,000) -

you were sent to the principal's office. 0 Rural area -

MARK ALL THAT APPLY. -

0 1 was never sent to the principal's office -

0 Missing class 28. What Is your current marital status? -

0 Skipping school 0 Married -

0 Fighting 0 Legally separated or filing for divorce -

0 Being disorderly 0 Single, never married -

0 Bad language 0 Single, engaged to be married -

O Smoking 0 Divorced -

0 Talking back to teachers 0 Widowed -

0 Other reasons -

29. Is there an important girlfriend/boyfriend In ,

23. Were you ever expelled from high school or junior your life right now? ,

high (Intermediate school)? 0 Does not apply; I am currently married -

OYes 0 Yes u

ONo ONo24. Were you ever suspended from high school or -

junior high (intermediate school)? -

OYes

ONo

.5-nmurt n mm -
- 30. Is your spouse/girlfriend/boyfrlend currently 36. During the two years before entering the Army,

working In a civilian job (including a job with the how many fairly serious physical injuries did

U.S. Army/Department of Defense)? MARK ONE. you receive?

"- 0 Does not apply; I do not have a spouse/ 0 None 0 6-9

- girlfriend/boyfriend 01-2 0 10 or more

- 0 Does not apply; my spouse/girlfriend/boyfriend 0 3-5

"- is on active duty

"" 0 Yes, full-time 37. During the two years before entering the Army,

0 Yes, part-time were you ever advised by a medical practitioner not

0 No, but is currently looking for work to participate in any exercise or sport programs?

0 No, not looking for work but would like to work 0 Yes 0 No - 0 No, does not want to work now

- 38. Have you ever left a job for any of the following

-, reasons? MARK ALL THAT APPLY.

- 31. How supportive Is your spouselgirlfrdend/boyfrlend 0 I haven't had a job outside the home

- of your making a career of the Army? 0 I went back to school

0 Does not apply; I do not have a spouse/ 0 The pay was not good

t -= girlfriend/boyfriend 0 I was laid off

0 Very supportive 0 1 was fired

" 0 Fairly supportive 0 1 found a better job

" 0 Mixed or neutral 0 I moved to another location

-0 Fairly unsupportive 0 I didn't get along with my supervisor

S0 Very unsupportive 0 I was arrested

0 There was no chance to get ahead

0 The working conditions were bad (dangerous,

• 32. When your spouselglrlfrlend/boyfriend was hot, dusty, etc.)

- growing up, did he/she have a parentiguardian 0 To join the military

- who was career active duty military? 0 Other reasons

- 0 Does not apply; I do not have a spouse/

- girlfriend/boyfriend 39. Did you need to get a moral waiver in order to

0 Yes be accepted by the Army?

SONo OYes ONo

, 0 Don't know , 40. Did you need to get a medical waiver In order to

=be - accepted by the Army?

, 33. Is your spouse/girlfriend currently pregnant? 0 Yes 0 No

,- 0 Does not apply; I do not have a female spouse/

- girlfriend 41. What is the length of your enlistment term?

OYes 0 2 years

S" 0 No, but plans to be within one year 0 3 years

- 0 No, but maybe in the future 0 4 years

- 0 No, and does not plan to be 0 More than 4 years

.=0 Don't know .,42. During the last 6 months before entering the DEP,

-, how often did you smoke cigarettes?

- 34. During the last 12 months, have you (or your 0 Never

- spouse/girlfriend) given birth to a child? 0 Rarely

0 Does not apply 0 Once a week or so

S 0 Yes 0 2-3 times a week

"- ONO 0 4-5 times a week

-, 0 Daily

, 35. During the two years before entering the Army, 43. During the last 6 months before entering the DEP,

- what was your average level of fitness? how often did you drink alcoholic beverages?

0 0 Very high 0 Never

0 0 High 0 Rarely

" 0 Moderate 0 Once a week or so

OLow 0 2-3 times a week

Overy low 0 4-5 times a week

0 Daily

-- 6-
44. How strongly do you agree or disagree with the 46. How confident are you that you will:

following statements about your military life? MARK A RESPONSE FOR EACH. -

MARK A RESPONSE FOR EACH. -

Exirerne :ly £donildesit -

,; CNp StrnfyAW , Very Confident -. -

Agree ~Mdrtl ofdn

•,t A`4eAg re , ta .' , Slightly Confident -

Disagree ,deTIP n

a. Adapt to Army life .................. 0 '-"

a. The Army has a great deal of b. Complete your term of obligation ..... 03® 0 -"

personal meaning to me ............ 0 1-0( c. Meet the Army's physical -

b. It would be too costly for me to leave : ,i •i requirements ....................... -

the Army in the near future .......... d. Be successful in basic training Dc. I am afraid of what might happen if I • e. Earn promotions in the Army.... -

quit the Army without having another -

job lined up ........................

d. Too much in my life would be • <J 47. The kind of work I enjoy most is available: -

disrupted if I decided I wanted to 0 only in the military. leave the Army now ................. 0 4 al 0 primarily in the military. -

e. I feel a strong sense of belonging to ' gg 0 equally in the military and civilian world -

the Army n I S, 0......................... 0 primarily in the civilian world.

f. I feel memotionally attached" to the • 0 only in the civilian world. -

Arm y .............................. g. One of the problems of leaving the •i -

Army would be the lack of good 48. Considering both your own qualifications and -

alteratives ................. current labor market conditions, how difficult do - you think it would be for you to find a good civilian .

Job right now? -

0 Very difficult -

45. From what you know and have heard about the 0 Difficult

Army and civilian life, please indicate how you 0 Not particularly difficult or easy

believe conditions in the military are compared with 0 Easy -

conditions In a civilian job you could realistically 0 Very easy -

expect to get. MARK A RESPONSE FOR EACH. -

Nn k 49. My personal or family situation would make it - Somewhat Better in Army difficult for me to leave the Army in the next year - ~~ or so.-

Somewhat Better In Civilian Life 0 Strongly agree -

ll~t. 0 Agree -

Don't Know 0 Neither agree nor disagree -

0 Disagree -

a. Pay ............................ (0 M Strongly disagree

b. Retirement benefits .............. D -(B) 

c. Benefits other than retirement ..... (D- -,

d. Assistance for civilian education... ®(D n 50. Which ONE of the following best describes your -

e. Opportunities to advance in your current Army career Intentions? MARK ONE. -

chosen field .... 05Q 0................ 0 PROBABLY stay in until retirement -

f. Opportunities for job safisfaction,... OM' 0 DEFINITELY stay in until retirement -

g. Quality of co-workers ............ (D 0 PROBABLY stay in beyond my present obligation, m

h. Working hours/schedule .......... (D)' 10 but not necessarily to retirement -

i. Time for personal/family life ....... 0i 0 DEFINITELY stay in beyond my present obligation, -

j. Overall quality of life ............. Ogy but not necessarily to retirement -

k. Level of professionalism in the 0 PROBABLY leave upon completion of my present -

organization ................ G41( obligation -

I. Personal freedom ............... (0 0 DEFINITELY leave upon completion of my present -

m. Job security ............... (.. obligation -

n. Total family income ..............

-7- N MEm m -
, 51. How many years of active duty service do you 57. Assume you were to leave the Army in the next six

i expect to have completed by the time you leave months. Which of the following reasons for leaving

- the Army? (Zero if no active duty) would likely apply In your case? RESPOND TO

-- EACH ITEM.

mmk

- a. Failure to meet physical requirements ..... b

- b. Problems adjusting to Army life ...........

- c. Family problems at home ................ t

i d. Pregnancy .............................. 5 1 - e. Disciplinary problems; minor offense ....... - f. Poor academic performance .............. 134,

- g. Illness/medical condition ................. C)

G- h. Homesickness .......................... - i. Lack of motivation; boredom .............

- j. Problems with supervisors ...............

, 52. A male friend who you think is qualified asks your k. Racial discrimination .................

m advice about joining the Army. Would you I. Sexual or gender discrimination ...........

, recommend that he... (MARK ONE) m. Better job opportunities outside the Army... JQ

0 join the Army? n. Injuries sustained during training .........

"- 0 join another military service? o. Not getting desired military job ............ 0 , 0 not join a military service? p. Sexual harassment ...................... -q. One or more serious offenses ............

- 53. A female friend who you think is qualified asks r. Not getting along with others ............

-= your advice about joining the Army. Would you

, recommend that she ... (MARK ONE)

I 0 join the Army? 58. At the present time, what level of strain, conflict or

m 0 join another military service? stress - If any - are you experiencing about your

m 0 nbt join a military service? stay In the Army?

0 Very high 0 Low - 54. Do any of the following cause you to be unsure 0 High 0 Very low

- about an Army career? MARK ALL THAT APPLY. 0 Moderate 0 None

-= 0 My lack of experience in the Army

m, 0 My career goals are unclear

0- Unsure of chances for promotion 59. How would you rate your current level of morale?

0 Changes in Army job opportunities 0 Very high 0 Low

0 Changes in the Army mission 0 High 0 Very low

0 Possibility of being subjected to sexual or racial 0 Moderate

.i discrimination ,- 0 None of the above 0t 60. Have you participated in Values Training since

- 55. How has your commitment to an Army career entering the Army?

- changed since you signed your Army contract? 0 Yes 0 No

-i 0 Much greater now

" 0 Somewhat greater now -

"- 0 About the same as it was when I signed 61. Enter your Social Security Number below.

-, 0 Somewhat less now

SMuchlessnow

, 56. At the present time, how do you feel about your @) DO .-- decision to enlist In the Army? ]

S 0 Definitely made the right decision 20 1 2@ • : ®2) -, 0 Probably made the right decision (

, ONot sure ob, 4 4

M 0 Probably made the wrong decision 5

,- 0 Definitely made the wrong decision e 6

-9m

N mom* * 8 R148WO-PFI-54321
SOLDIER END- OF- T-R-AINING2

SURVEY

It

IaIa

l

a.

Ii UEE U -
: " The Soldier End-of-Training Survey is part of a research project to evaluate the attitudes and experiences

m of enlisted personnel during their careers in the United States Army. The U.S. Army Research Institute (ARI)

will assess the expectations and impressions of new recruits as well as enlisted personnel who have recently

m- completed training and personnel exiting the Army. The project covers a wide range of issues related to

mm. soldiers' jobs, careers, and the Army as a whole. The overall purpose is to provide senior Army leaders

m= information for recruiting, training, and retaining a high quality force of soliders.

m= Thank you for your support for this survey program.

S,"PRIVACY ACT STATEMENT

- 1. The Department of the Army may collect the information requested in this survey under the authority of 10

m United States Code 2358. Providing information in this questionnaire is voluntary. Failure to respond to any

"" specific question will not result in any penalty.

" 2. Public Law 93-573 (Privacy Act of 1974) requires that you be informed of the purpose and uses to be made of

m the information collected. The information collected in the survey will be used solely for research purposes.

"- Your Social Security Number (SSN) is requested only for linking data files. Use of SSNs is authorized by

-"Executive Order 9397. In accordance with federal regulations, the survey data will be safeguarded to protect

-"your privacy. After we have used your SSN to create the data files, a new identification code will be created to

"" replace your SSN. The file linking your SSN to the new ID code will be properly secured to preserve

,- confidentiality. Only survey statisticians involved in collecting or preparing the information for analysis will

"- have access to completed questionnaires. Only group statistics will be reported.

-i14w to fill but this survey.

Read each qluestion carefully, and mark your answers directly on this form.

- ~MARKiNG INSTRUCTIONS.

- * Please use a No.2 pencil. CORRECT, INCORRECT

SPlease compltely fill in the response as shown in the-examples: '00001,

. Some questions askyou to mark ONLY ONE answer.' -I

- What stage of training are you currently completing? MARK ONE.

-- Basic Training (BT).

- 0 Advanced 1ndividual Training (AIT)

- 0 one Station Unit Training (OSUT)

m Other questions ask you to mark MORETHAN ONE answer.

, Since you joined the Army, was the most severe punishment for the same type of offense

"" usually given to: MARK ALLTHATAPPLY.

,- j Does rot apply; allaNre treated the same

"" *.Men

-" 0 Women

-" * Whites -

, * Blacks,

"-A0 Hispanics

L[ M, 0 Some other race/ethnic group (PLEASE uST)

-. EKEEM-2- U. 
What component of the Army did you join? Mark 8. To what extent has your most recent training .... -

the option that best describes you. MARK A RESPONSE FOR EACH. -

. Active Army m

Reserve Very great extent "

-J National Guard Great extent - .

-:.• !Moderate extent - ,

Slight extent -

2. Enter your Social Security Number below. Nolt at all -

No basis to judgea. contributed toward your -

Ji 1. (® professional development? . . . . . . 0.0. 0

T' 0 IT,),•0 D 0 b. instilled Army values? ............ 00006 ' A

,2. t? C).@ c c. prepared you to perform your -

0v3; C3,103 3 Army duties? .... . . . . . . . . . . . . . 00 3 00 0 Cj .94 

0(j , 0 ®®®® •d. prepared you for your future .

®C 0®. Qi~) 000.0C5 Army assignments? ..

. . . . . . . . . . 0000_00 -

fTC6 e, Irk 061~ '~ oký '0

0 t,C7 () 7. C7 0 (2) 9. How has your commitment to an Army career -

S® ® r• •(j ® ®• ® changed during this training? -

09C ) _" 90 9r,009) 0 Much greater now -

o Somewhat greater now -

o About the same as it was when I started training -

3. What stage of training are you currently 0 Somewhat less now m

completing? MARK ONE. O Much less now A

O Basic Combat Training (BCT) IA

(D Advanced Individual Training (AlT) 10. What effect, if any, have your Army experiences A

-; One Station Unit Training (OSUT) had on the development of specific lob knowledge, -

skills, and abilities that will help you perform a - A

civilian job? IA

4. How satisfied are you with the training you have 0 Extremely positive effect 0 No effect m

received since you entered the Army? 0 Very positive effect 0 Don't know m

Very satisfied 0 Little effect m -

Satisfied 4

Neither satisfied nor dissatisfied 11. What effect, if any, have your Army experiences had -

U Dissatisfied on the development of personal characteristics and -

Very dissatisfied attitudes that will help you perform a civilian job? m

0 Strong positive effect 0 Negative effect ,

0 Postive effect 0 Strong negative effect -

5. How realistic were the expectations you had about 0 No effect 0 No basis to judge -

Army life before you joined the Army? -

0Very realistic 12. How does your physical health compare now to -

C) Mostly realistic what It was when you first entered the Army? -

0 Mostly unrealistic 0 Much better now 0 Somewhat worse now 4

(C) Very unrealistic 0 Somewhat better now. 0 Much worse now -

o About the same as it was A

6. Have you participated in Values Training since 13. During your recent training, did you have any IA

entering the Army? medical problems/injuries for which you visited a I

) Yes Doctor or the Troop Medical Command (TMC)? -

( No 0 Yes A

O No

7. How has Army life compared with your 14. Before you enlisted, were you ever advised by a -

expectations before you joined the Army? medical practitioner not to participate in any -

Much better than I expected physical exercise or sports program because of A

. Somewhat better than I expected a problem/injury similar to the one you had A

C) About the same as I expected during your recent training? I

O Somewhat worse than I expected 0 Yes -

,,Much worse than I expected 0 No -

o Does not apply; I had no medical problem! -

injury during training -

.3- Eu.n EN. . U -
M 15. Please indicate your level of agreement with the

M following statements. MARK A RESPONSE FOR 17. Since arriving at your present Army post, have

"M EACH. YOU been sexually harassed? MARK ONE.

- Strongly agree , No --- GO TO Q. 21 0 Yes, 3 times

- Agree 0 Yes, 1 time - Yes, 4 or more times

- NeIther agree nor disagree 0 Yes, 2 times

Disagree

• Strongly disagree THE NEXT THREE QUESTIONS ARE ABOUT THE

SEXUAL HARASSMENT SITUATION WHICH HAD THE GREATEST EFFECT ON YOU.

, a. The Army will allow me to maintain

- the standard of living I want for 18. Who sexually harassed YOU? MARK ONE.

- myself/my family ............... 00 02 ((04 0 An officer C; A civilian employee

- b. The Army will allow me to maintain 0 An NCO of the Army

- the kind of balance I want between 0 An enlisted person 0 Someone else

" my work and personal life ........... ( 40 (not an NCO)

- c. Even if I had an offer of a bit more

- pay from a civilian organization, I 19. Was this person In your unit? C', No 0 Yes

- would be reluctant to leave the Army.-. In (D4 

- d. I would discourage a close friend 20. Did you report the sexual harassment incident

, from joining the Army ............... (D 02®0 q) to your chain of command or other military

- e. The demands of the Army make it authority? MARK ONE.

- difficult to have the kind of family life 0) Yes, but I am not aware of the results.

- I would like .................. O0 P2 D (S 0 Yes, and something was done.

- f. I can count on Army people to help 0 Yes, and nothing was done about it.

- out when needed .............. 0 D) (a (D 0 No, I handled it myself.

- g. I frequently feel like leaving the Army .. 0•0• 0•0 0 No, I didn't think anyone would do anything

M h. I am quite proud to tell people that about it.

"- I am in the Army ................... 00000 0 No, it was a minor incident and it didn't really

- i. For me, a rewarding career bother me.

, can compensate for limited 0 No, I was afraid of reprisals from the chain of

- personal/family time ............ 0020 40 ® command.

- , j. I can get ahead in the Army doing

-n the kinds of work I like best ......... 00000 _____

- k. The Army has a great deal of -

"- positive meaning to me ............. •) 0••0 • 21. Since arriving at your present Army post, have

M I. I feel a strong sense of belonging you been subjected to discrimination? MARK

M to the Army ........ ......... ,(0 3) ALLTHAT APPLY.

- m. I feel "emotionally attached" to 0 No 0 Yes, national origin

- the Army .......... ......... 00®o 0 Yes, racial 0 Yes, other

"- n. One of the problems of leaving 0 Yes, religious (age, weight, etc.)

- the Army would be the lack of C) Yes, gender (sex) PLEASE LIST BELOW.

"M good alternatives ................ (02 0 0 0 ,

n-m THE NEXT QUESTION IS ABOUTTHE DISCRIMINATION

n 16. Since arriving at your present Army post, did you SITUATION WHICH HAD THE GREATEST EFFECT ON YOU.

-nmn get into any serious trouble (UCMJ offenses)?

- ONo 22. Did you report the discrimination incident to

C O Yes, just once your chain of command or other military

- 0 Yes, two or three times authority? MARK ONE.

-m 0 Yes, four or more times 0 Does not apply; I have not been subjected to

-" discrimination.

"- 0 Yes, but I am not aware of the results.

"- 0 Yes, and something was done.

"- 0 Yes, and nothing was done about it.

"- 0 No, I handled it myself.

-m 0 No, I didn't think anyone would do anything about it.

- 0 No, it was a minor incident and it didn't really

"- bother me.

-n 0 No, I was afraid of reprisals from the chain of

"- command.

-. H. •Minn• -4-
23. Since arriving at your present Army post, has 26. How much do you agree or disagree with the -

military justice been administered fairly to you following statements about your most recent -

and your peers? training unit? ,

" Yes Strongly agree ,

j No Agree 1

• Don't know Neltheragreeao dioti:sagree

Disagree I

Stronglydisagree 1

24. Since arriving at your present Army post, was Not applicable .

the most severe punishment for the same tvye -

of offense usually given to: MARK ALL THAT a. The leaders in the unit set high . APPLY. standards for soldiers in terms of -

Does not apply; all are treated the same. good behavior and discipline ...... C (2) 03®1, C • -S

CD Men b. The leaders in the unit were more -

Women interested in looking good than .

Whites being good ...................... [D G 0 ()'

0 Blacks c. I was impressed with the quality -

(,, Hispanics of leadership in the unit........... 4005( m

0 Some other race/ethnic group (PLEASE LIST) d. I would go for help with a personal -

problem to people in my chain of " .

command ................ 023 0) 0

e. The leaders in the unit were not .7 M

concerned with the way soldiers -

25. Please indicate your level of satisfaction with the treat each other as long as the -

following aspects of Army life at the present job/training gets done ............ (1 (D 5 (D® M

time. MARK A RESPONSE FOR EACH. f. Theleadersintheunitweremore -

interested in furthering theircareers

•Verysatfls"ed thaninthewell-beingoftheirsoldiers. 1.0CZ) C1 0 6

Satisfied g. Leaders in the unit treated soldiers

Neither satisfied nor dissatisfied with respect ......... ...... ( < G),(D I0

Dissatisfied h. The leaders most always got I

Very dissatisfied willing and whole-hearted --

cooperation from the soldiers i -

How satisfied are you with... in the unit ......... ........ (- 0 0 I

i" The NCOs in my chain of -

a. your relationships with peers? . . . . . . .. 10 0®s command were a good source -

b. your relationships with non- of support for soldiers ............ -C2 j): ll. -0 

commissioned officers?9 . . . . . . . . . .

.. @0 03 C4 (

c. your relationships with 27. Suppose your drill sergeants were to compare -

commissioned officers? . . . . . . . . . . ... ý && ®( your performance to other soldiers in your ,

d. the Army's gender mix? . . . . . . . . . . .

.0.(D ®G) training company. How would they rate your ... -

e. discipline? ......................... 00000 ep t

f. barracks living? . . . . . . . . ..... . . . . . . . .0 ®D (D Outstanding (upper 15%) ,;-i

g. physical fitness training? . . . . . . . . .

. 0 C Above averag pr0

h. your amount of personal freedom? .... (g) ®0 0 4 CS Average (mildle 40%) -

i. the Army's structured, ordered . - Belw .average.(botm0m-)

lifestyle? . . . . . . . . ...... . . . . . . . . . . . .. avera.e.. bot. .m 30%) -0

j. the length of your enlistment .

contract? . . .. . . . . . . . . . . . . . . . (•0 a. EFFORT (such as willingness to give I

k. your MOS? ........ .......... 0®0 ®00 your best effort and assist others to I

1. the time available to pursue your 1make sure thejob gets done)........ ® 0®@ -

personal life goals? . . . . . . . . . . . . . 00 0®•(D b. PERSONAL DISCIPLINE (such !

m. your life as an enlisted soldier?7 ....... 0 (0)@•04@ as willingness to follow Army .

n. being away from family and regulations, orders, and Standard .

friends? . . . . . . . . . . . . . . . . . . . . (D 2000 Operating Procedure, and display ,

o. your personal and family life? ...... ( 004 respect for superiors)... ........ C)® (4 W

b. PHYSICAL FITNESS (effectiveness .

in maintaining military standards of -

physical fitness) .............. ( 1) ® -

c. OVERALL EFFECTIVENESS IN A

MOST RECENT TRAINING ......... 00000 -

- ] -5- IIII. I EI U -
- 28, From what you know and have heard about the Army 31. How confident are you that you will:

, and civilian life, please indicate how you believe MARK A RESPONSE FOR EACH.

conditions in the military are compared with

- conditions in a civilian job you could realistically Extremely Confident

"- expect to get. MARK A RESPONSE FOR EACH. Very Confident

"Moderately Confident

, MSlightly Confident

uc bNot Confident At All

.- Somewhat better in Army

- About the same. a. Adapt to Army life .................. 000)00

- Somewhat better in civilian life b. Complete your term of obligation ..... () C) 04®.S

- Much better In civilian life c. Meet the Army's physical requirements. 0 3 C0) Os

- Don't know d. Have the skills to perform well in your

- next assignment .............. (ý, 2) 3 ()

- a. Pay...................... 0 ()G(_)0 e. Earn promotions in the Army ........ C) C3C) 05

- b. Retirement benefits .............. D 02 ' G):O,, 06

- c. Benefits other than retirement .. ) (0 D4s $

- d. Assistance for civilian education .. C0)0 4)i ) 32. How Important is each of the following

- e. Opportunities to advance in your TO YOU PERSONALLY?

"" chosen field ............... C) 0 ) 04ý 0@ Extremely Important

f. Opportunities for job satisfaction... (J 3 C: --5 0 Very important

i g. Quality of co-workers .......... ( 0 @3 ( ®) QuIte Important

- h. Working hours/schedule .......... 10(-,(j): (Important

• i. Time for personal/family life ....... C (D2C)C •(D Moderately Important

Somewhat Important

i j. Overall quality of life .............. 00) Slightly important

"-- k. Level of professionalism in the Not at all important

- organization ............... 0 &•0•0• 0• @

I. Personal freedom ................ 01 00 0,@ a. Loyalty to the United

l m. Job security ................ 0 ( D G) VD® States Army .............. 00( 30 5 C•) 10 (0S)00 

- n. Total family income ........... 00 00 b. Loyalty to your unit or

- organization ................ • •0 007

- 29. The kind of work I enjoy most Is available: c. Taking responsibility for

_ i 0 only in the military. 0 primarily in the civilian your actions and decisions ..... 0 0) C3 C) C6 070

0 primarily in the military, world. d. Putting what is good for your

i 0 equally in the military 0 only in the civilian world, fellow soldiers, unit, and the

- and civilian world. 0 Don't know nation before your own welfare.. G)L- C2 (1) 0 ) (0

i e. Dedication to serving the United

- 30. Please Indicate your level of agreement with using States, even to risking your own

- the Army for the following types of missions, life in its defense ........ ..... l) C( )05 CO (y

i MARK A RESPONSE'FOR EACH. f. Commitment to working as a

member of a team ............. 000(i) ® - Stronglyagree g. Dedication to learning your job

and doing it well ........... 0 2 0,6 (j

disagree h. Personal drive to succeed in

- your work and advance ........ 00 000) ) 0• C) i. i.:..Strongly disagree i

I Srnl disagree i. Being honest, open, and truthful. ( , r3 r (C 00

"- a. Combat the flow of illegal drugs into j. Being disciplined and

- the U.S ............................ 0 0 courageous in battle........00 000

- b. Provide humanitarian relief in the k. Standing up for what you firmly

- U.S. in areas hit by a major disaster ... 0 C).2 00)0 believe is right ................ r9 0 1: 4 ) -7

i c. Provide humanitarian relief outside I. Working with others tactfully

i the U.S. (such as Bosnia, Somalia, and with military courtesy ....... Q) C21 C3 C4) ®r,0 @

, Rwanda, Haiti) .................. ®0 0(D() 0"j m. Exhibiting excellent military

i d. Be part of a United Nations peace- bearing and appearance ........ (DI (0) (D (ý) 0,D 07

"- keeping force wherever needed ...... 100 1 00 40 n. Equal opportunity regardless

, e. Combat terrorism which threatens of gender ............... 01 C3 0 C0) 000 .

- U.S. citizens .................. ( 0• 0•,05 o. High moral standards both

- f. Maintain a military presence in on-duty and off-duty ........... ( q) 00( ®ý 07

- overseas areas of vital interest to the p. Building and maintaining

"- U.S. in order to prevent problems ..... 00000 (D)0 physical fitness and stamina .... 0 0 (C2 ) 0 00.

- g. Provide training to federal, state, and

- other public employees ............ 0,0 C03, 0®

- U mm m mmmmm -6-
As you see it now, how well do your personal 38. Considering both your own qualifications and -

-alues match the values of the Army? current labor market conditions, how difficult i

Extremely well do you think it would be for you to find a good i

Very well civilian job right now? -

"Neither well nor poorly C) Very difficult -

,J Poorly 0 Difficult ,

Not at all 0 Not particularly difficult or easy i

J Easy -

O Very easy ,

34. As you see It now, to what extent are you the type 0 Does not apply; I already have a good civilian job -

of individual that the Army wants as a soldier? -

0 Very great extent 39. My personal or family situation would make it difficult i

,. Great extent for me to leave the Army in the next year or so. -

"Moderate extent 0 Strongly agree -

Slight extent 0 Agree a

C Not at all 0 Neither agree nor disagree i

0 Disagree -

0 Strongly disagree I

35. Assume you were to leave the Army in the next six i

months. Which of the following reasons would 40. A male friend who you think is qualified asks -

likely apply in your case? RESPOND TO EACH your advice about joining the Army. Would you -

ITEM. - recommend that he ...

IoE1M to Appl Iy 0 join the Army? I

::Likelyito A :i0 join another military service? I

o not join a military service? i

a. Failure to meet physical requirements ...... (: i

b. Problems adjusting to Army life ......... 0 0 41. A female friend who you think is qualified asks i

c. Family problems at home ............. 0 0 your advice about joining the Army. Would you i

d. Pregnancy .............................. 0 o ( recommend that she ... i

e. One or more serious (UCMJ) offenses ..... i• 0 0 join the Army? I

f. Minor offenses or disciplinary problems .... Q 0 0 join another military service? I

g. Poor academic performance .............. i :0 0 not join a military service? --

h. Illness/medical condition .................. 0 0

i. Homesickness .......................... • 42. Are you: I

j. Lack of motivation, boredom .............. 0 Male 0 Female I

k. Problems with supervisors ................ 0 I

I. Racial discrimination ..................... 0 43. Are you of Hispanic/Spanish origin or ancestry

m. Sexual or gender Oiscrimination .......... 0 0 (of any race)? I

n. Better job opportunities outside the Army . . .) Q 0 No -

o. Injuries sustained during training .......... Q 0 0 Yes, Mexican, Mexican-American, Chicano -

p. Not getting desired military job ............ 0 0 0 Yes, Puerto Rican -

q. Sexual harassment ...................... Yes, other Hispanic/Spanish i

r. Not getting along with others ............. 0

s. Maintaining weight standards ............. C ( 44. What is your racial background? I

t. Drug/alcohol abuse ...................... 0 Q 0 American Indian, Eskimo or Aleut I

u. Mental health problems .............. 0 Asian or Pacific Islander i

v. Unfair punishment ....................... cO. C Black I

w. Verbal abuse from training staff members ... 0 White i

45. What Is your current marital status? -

36. At the present time, what level of strain, conflict 0 Married i

or stress - if any -- are you experiencing? 0 Legally separated or filing for divorce -

0 Very high 0 Low 0 Single, never married -

I-) High 0 Very low 0 Single, engaged to be married I

0 Moderate 0 None 0 Divorced I

0 Widowed I

37. How would you rate your current level of morale? i

OVery high 0 Low

, High 0 Very low I

. Moderate -

-7- U MEN N . -N
1 46. How many dependent children do you have 52. Which ONE of the following best describes your

( ifor whom you provide financial support)? current active duty Army career intentions?

, None MARK ONE.

l I 1 , PROBABLY stay until retirement

' ll 2 O DEFINITELY stay until retirement

Sll .)3 0 PROBABLY stay in beyond my present

4 or more obligation, but not necessarily to retirement

0 DEFINITELY stay in beyond my present

l 47. Is there an important girlfriend/boyfriend in obligation, but not necessarily to retirement

l your life right now? 0 PROBABLY leave upon completion of my

i 0 Does not apply; I am currently married present obligation

l '

9 Yes 0 DEFINITELY leave upon completion of my

l CNo present obligation

ll 0 Does not apply; I am not active duty Army

l, 48. How supportive/unsupportive is your spouse/

1 girlfriend/boyfriend of your making a career of

S1 the Army? 53. How many years of active duty service do you

1 0 Does not apply; I do not have a expect to have completed by the time you leave

S1spouse/girlfriend/boyfriend the Army? (Zero if no active duty)

: 0, Very supportive

"I D Fairly supportive

1 .Mixed . or neutral

1 0 Fairly unsupportive (

0 Very unsupportive @

1-3

- 49. Did you finish high school? .0

"" 0 No 0 Yes. If yes, choose the credential(s) you CS

1 earned when you finished high school. I Fill in at least one circle: 07

I Diploma - earned from a public or ,.

I private traditional day school 09

- I0 Diploma - earned from an adult

1 (continuation) school

I 0 Diploma - issued by parents or tutors 54. Do any of the following cause you to be unsure

I for home schooling about an Army career? MARK ALL THAT APPLY.

C -) Diploma - issued by an association, (0 My lack of experience in the Army

l school, or state for home schooling C My career goals are unclear

C ) Diploma - issued by a vocational or 0 Unsure of chances for promotion

l technical school 0 Changes in Army job opportunities

I -Diploma - issued by a O Changes in the Army mission

I correspondence school 0 Possibility of being subjected to sexual

I , GED equivalency diploma or racial discrimination I ()Certificate - for high school attendance C None of the above

I or completion

1 50. Are you planning to go to college? 55. Enter your Social Security Number below.

S 0C) Yes, while on active duty during this enlistment

I 0 Yes, after I complete this term of duty

C ) Undecided .)No = (1I-) 00

I 51. How IMPORTANTTOYOU is it that you complete 2 ) 0) C, ( D2•® 2

I your enlistment obligation? 3) C3103 C ' 03 (.3'•)

I 0 Extremely important 4(C4) 0 '04 ) 04 4ý4

I 0 Very important 50 @ @® ) C CS, (5)'

( 0 Moderately important t6 ) i•6. ) C6, (De

1 ') Slightly important 7 Cj) C CZ.) ()0C7 ý)Q)

I . Not at all important $08_) :) 0® ca) ce)(i

-E0 mom M 0l R14898-PFI-5432
FY2003 SOLDIER RECEPTION SURVEY

SURVEY APPROVAL AUTHORITY: U.S. ARMY RESEARCH

INSTITUTE FOR THE BEHAVIORAL AND SOCIAL SCIENCES

SURVEY CONTROL NUMBER: PT 60-51A
The Soldier Reception Survey is part of a research project to evaluate the attitudes and experiences of enlisted

personnel during their careers in the United States Army. In this project, the U.S. Army Research Institute (ARI)

will assess the expectations and impressions of new recruits, soldiers completing training, and personnel exiting

the Army. The project covers a wide range of issues related to soldiers' jobs, careers, and the Army as a whole.

The overall purpose is to provide senior Army leaders information for recruiting, training, and retaining a high

quality force of soliders.

Thank you for your support for this survey program.

PRIVACY ACT STATEMENT

1. The Department of the Army may collect the information requested in this survey under the authority of 10

United States Code 2358. Providing information in this questionnaire is voluntary. Failure to respond to any

specific question will not result in any penalty.

2. Public Law 93-573 (Privacy Act of 1974) requires that you be informed of the purpose and uses to be made of

the information collected. The information collected in the survey will be used solely for research purposes.

Your Social Security Number (SSN) is requested only for linking data files, and possibly extracting information

from other sources (e.g., questionnaires, personnel files, etc.). Use of SSNs is authorized by Executive Order

9397. In accordance with federal regulations, the survey data will be safeguarded to protect your privacy.

After we have used your SSN to create the data files, a new identification code will be created to replace your

SSN. The file linking your SSN to the new ID code will be properly secured to preserve confidentiality. Only

survey statisticians involved in collecting or preparing the information for analysis will have access to completed

questionnaires. Only group statistics will be reported.

How to fill out this survey.

Read each question carefully and mark your answers directly on this form.

MARKING INSTRUCTIONS

Please use a No.2 pencil.

* Please completely fill in the response as shown in the examples:

Some questions ask you to mark ONLY ONE answer.

"What component of the Army did you join? Mark the option that best describes you.

0 Active Army

o Reserve

"' National Guard

Other questions ask you to mark MORE THAN ONE answer.

Which of the following strongly influenced you to join the Army? MARK ALL THAT APPLY.

Q Parent(s)/Guardian(s)

* Friend(s) oD Wife/Husband/Girlfriend/Boyfriend

*Athletic Coach

* Teacher

"-2-
1. Listed below are some reasons why people join 3. With whom were you living on your 16th

the Army. How important was each of these birthday? MARK ALL THAT APPLY.

reasons in your decision to join the Army? 0 Mother

0 Father

Extremely important 0 Stepmother

Very important 0 Stepfather

Moderately important 0 Grandparent(s)

Slightly important 0 Other individuals

Not at all important 0 Lived alone

a. Army advertising .............. (00000 (D

b. Army recruiter ................ 000 (D (0)0@)T 4. On your 16th birthday, how likely did you

c. Desire to serve my country .......... 0( (D0@0 0 •®(D think it was that you would enter military

d. Develop self-discipline .......... 0(D 00 00((D(D service?

e. Earn more money than previous job(s). 000009 G) (0 0 Definitely

f. Educational benefits ............ (D000(D0(D 0 0 Probably

g. Family social support services ....... (D G(ý) 0 Probably not

h. Get away from a personal problem ... (00000 (0 0 Definitely not

i. Influence of family .............. 0 (000 (0 I did not think about it

j. Influence of friends ............ 0(D0(D(0

k. Lack of civilian job opportunities ..... (0 @ @

I. Medical care, coverage and benefits..(D (0)0 5. What component of the Army did you join? Mark

m. Military tradition in family ............ (0D 0 ( that option that best describes you. MARK ONE.

n. Need to be on my own .......... 0•0 0 0 0 Active Army

o. Pay and allowances ............ (00(000 0 Reserve

p. Security and stability of a job ........ 00 (00)(D 0 National Guard

q. Training in job skills ............ (D @0 G)(D

r. Chance to travel .............. 0 (D0(D000

s. Repayment of loans ............ 000 (D0 0 )(D 6. How familiar are you with what will be expected

t. Prove that I could do it .......... 0(0000(a) @ of you in the Army?

u. Make-Army a career ............ 0 0• 0 0 Extremely familiar

v. Become more mature...........00 0 (0D 0 Very familiar

w. Take time out to decide about my 0 Moderately familiar

life plans .......... ......... (D Q )00 0 0 A little familiar

x. Gain job experience ............ 0000 ( D 0 Not at all familiar

y. Escape from a bad neighborhood .... 0 0G0

z. Needed a place to live .............. 0 (0)G0

aa. Chance for adventure ........... 0T 0( (D0@ 0 7. How long did you participate in the Delayed

bb. To fight the global war on terrorism ... (D (• 00•00•0 Entry Program (DEP)?

o Less than 1 month

o 1 month

2. Which of the following strongly influenced you 0 2 months

to join the Army? MARK ALL THAT APPLY. 0 3 months

O Parent(s)/Guardian(s) 0 4 months

o Brother/Sister 0 5 months

O Friend(s) 0 6 months

O Wife/Husband/Girlfriend/Boyfriend 0 7 months

O Athletic Coach 0 8 months

0 Teacher 0 9 months

0 School Guidance Counselor 0 10 months

0 ROTC student 0 11 months

0 ROTC cadre member 0 12 months

0 Service member

0 Recruiter

0 Radio advertisement 8. How often did your recruiter hold DEP activities?

0 Television advertisement 0 More than once a month

0 Printed advertisement 0 About once a month

0 World events 0 Less than once a month

0 Something I've always wanted to do 0 Never

0 Don't know

-3-
9. How often did you attend DEP activities? I BACKGROUND INFORMATION

O More than once a month

O About once a month 12. When you were growing up, did you have a parent/

o Less than once a month guardian who was career active duty military?

O Never (Why not? Please list below) 0 Yes 0 No

13. Are you:

0 Male 0 Female

10. In which of the following activities did you participate 14. How many dependent children do you have

while in the DEP? MARK ALL THAT APPLY. (for whom you provide financial support)?

0 None ONone 01 02 03 O4ormore

0 Social functions with other people in the DEP

0 Films, speakers, or question and answer sessions 15. Are you of Hispanic/Spanish origin or ancestry

to get more information about Army (of any race)?

0 Training sessions; for example, drill and 0 No

ceremonies or first aid training 0 Yes, Mexican, Mexican-American, Chicano

0 Field trips to Army posts 0 Yes, Puerto Rican

0 Physical training/exercise sessions 0 Yes, other Hispanic/Spanish

0 Other types of DEP activities (please list below)

16. What is your racial background?

0 American Indian, Eskimo or Aleut

0 Asian or Pacific Islander

0 Black

11. How important is each of the following TO YOU 0 White

PERSONALLY?

Extremely important ABOUT YOUR EDUCATION

Very important

Quite important

Moderately important 17. Did you finish high school?

Somewhat important 0 No 0 Yes. If yes, choose the credential(s) you

Slightly important earned when you finished high school.

"Not atfal! important Fill in at least one circle:

0 Diploma - earned from a public or private

a. Loyalty to the United States traditional day school

Army .................. (D Q 0 () (0) Q (D 0 Diploma - earned from an adult

b. Taking responsibility for your (continuation) school

actions and decisions ....... 0... (2) 0• 00@ @ (0) 0 Diploma - issued by parents or tutors for

c. Putting what is good for others home schooling

above your own welfare ........ 0 (D (0) 0 0 ( (D 0 Diploma- issued by an association, school,

d. Dedication to serving the or state for home schooling

United States, even to risking 0 Diploma - issued by a vocational or

your life in its defense .......... 0(00•)O 0• technical school

e. Commitment to working as a ODiploma-issued by a correspondence

member of a team ............. (D0® @),0 school

f. Dedication to learning your job 0 GED equivalency diploma

and doing it well ............ 0.. (® 0@ 0 Certificate - for high school attendance

g. Personal drive to succeed in or completion

your work and advance ........ ( 0 Q 00 0,@&@

h. Being honest, open and truthful. (DD (D 0•0 ) 0

i. Being courageous ............. GO®) 0 (G) 020 (D

j. Standing up for what you firmly

believe is right ............ 0(0) Q Q(a) 0

k. Working with others tactfully .... 0(0 00 (

I. Exhibiting excellent appearance.. 00 (• •'@ @

m. High moral standards .......... @• 0 (a) 0

n. Building and maintaining

physical fitness and stamina .... 0•00 (0

-4-
18. Did you finish one semester/quarter of college 25. If you ever thought about quitting high school,

(at least 4 courses)? Do not include advanced show why. MARK ALL THAT APPLY.

placement courses you took in high school. 0 I never thought about quitting high school

o No 0 Yes. If yes, fill in your highest level: 0 My family needed money or needed me at home

o One or more semesters/quarters 0 I was expelled or suspended

of college 0 I was bored, wasn't learning anything useful

o One or more semesters/quarters 0 I got married or became a parent

of vocational college 0 I was getting bad grades

o An associate degree 0 I didn't get along with the other students

o A bachelor's or higher degree 0 The rules were too strict

o I wasn't going to graduate on time

o I didn't get along with the teachers, counselors,

19. Did you participate in the National Guard or the principal

ChalleNGe program? 0 I wanted to work full time

o No 0 Yes. If yes, did you graduate from 0 Other reasons

ChalleNGe?

O No O Yes

26. During high school, did you participate in any of

the following activities? MARK ONE RESPONSE

20. What was your average grade during the time you FOR EACH ACTIVITY.

were in high school?

O AorA- Participated as a Leader or Officer

0 B+ or B Participated

0 B- or C+ Did Not Participate

00C or CO Dor lower a. Athletic teams ........................... 0 0 0

b. Drama, music, art, chorus ............ )000

c. School clubs ............................ 0 0 0

21. Are you planning to go to college? d. Other clubs (Scouts, "Y", 4-H, etc.) ........ 000

0 Yes, while on active duty during this enlistment

0 Yes, after I complete this term of active duty

0 No 27. During your high school years, what size city or

0 Undecided area did you live in?

0 Large city (over 300,000 people)

0 Suburb of a large city

22. Did you ever get into trouble at school for doing 0 Medium-sized city (50,000-300,000)

any of the things below? Mark all things for which 0 Small city or town (under 50,000)

you were sent to the principal's office. 0 Rural area

MARK ALL THAT APPLY.

0 I was never sent to the principal's office

0 Missing class 28. What is your current marital status?

0 Skipping school 0 Married

0 Fighting 0 Legally separated or filing for divorce

0 Being disorderly 0 Single, never married

0 Bad language 0 Single, engaged to be married

0 Smoking 0 Divorced

0 Talking back to teachers 0 Widowed

0 Other reasons

29. Is there an important girlfriend/boyfriend in

23. Were you ever expelled from high school or junior your life right now?

high (intermediate school)? 0 Does not apply; I am currently married

0 Yes 0 Yes

O No O No

24. Were you ever suspended from high school or

junior high (intermediate school)?

0 Yes

0 No

".5-
30. Is your spouse/girlfriend/boyfriend currently 36. During the two years before entering the Army,

working in a civilian job (including a job with the how many fairly serious physical injuries did

U.S. Army/Department of Defense)? MARK ONE. you receive?

O Does not apply; I do not have a spouse/ 0 None 0 6-9

girlfriend/boyfriend 01-2 O 10 or more

O Does not apply; my spouse/girlfriend/boyfriend 0 3-5

is on active duty

"0 Yes, full-time 37. During the two years before entering the Army,

"O Yes, part-time were you ever advised by a medical practitioner not

"o No, but is currently looking for work to participate in any exercise or sport programs?

O No, not looking for work but would like to work 0 Yes 0 No

O No, does not want to work now

38. Have you ever left a job for any of the following

reasons? MARK ALL THAT APPLY.

31. How supportive is your spouse/girlfriend/boyfriend 0 I haven't had a job outside the home

of your joining of the Army? 0 I went back to school

0 Does not apply; I do not have a spouse/ 0 The pay was not good

girlfriend/boyfriend 0 I was laid off

O Very supportive 0 I was fired

0 Fairly supportive 0 I found a better job

0 Mixed or neutral 0 I moved to another location

O Fairly unsupportive 0 I didn't get along with my supervisor

0 Very unsupportive 0 I was arrested

0 There was no chance to get ahead

O The working conditions were bad (dangerous,

32. When your spouse/girlfriend/boyfriend was hot, dusty, etc.)

growing up, did he/she have a parent/guardian 0 To join the military

who was career active duty military? 0 Other reasons

0 Does not apply; I do not have a spouse/

girlfriend/boyfriend 39. Did you need to get a moral waiver in order to

O Yes be accepted by the Army?

O No O Yes O No

0 Don't know

40. Did you need to get a medical waiver in order to

be accepted by the Army?

33. Is your spouse/girlfriend currently pregnant? 0 Yes 0 No

O Does not apply; I do not have a female spouse/

girlfriend 41. What is the length of your enlistment term?

0 Yes 0 2 years

0 No, but plans to be within one year 0 3 years

0 No, but maybe in the future 0 4 years

0 No, and does not plan to be 0 More than 4 years

0 Don't know

42. During the last 6 months before entering the DEP,

how often did you smoke cigarettes?

34. During the last 12 months, have you (or your 0 Never

spouselgirlfriend) given birth to a child? 0 Rarely

0 Does not apply 0 Once a week or so

0 Yes 0 2-3 times a week

O No 0 4-5 times a week

0 Daily

35. During the two years before entering the Army, 43. During the last 6 months before entering the DEP,

what was your average level of fitness? how often did you drink alcoholic beverages?

0 Very high 0 Never

0 High 0 Rarely

0 Moderate 0 Once a week or so

0 Low 0 2-3 times a week

0 Very low 0 4-5 times a week

0 Daily

-6-
44. How strongly do you agree or disagree with the 46. How confident are you that you will:

following statements about your military life? MARK A RESPONSE FOR EACH.

MARK A RESPONSE FOR EACH.

Strongly Agree Very Confident

Agree Moderately Confident

Neither Agree nor Disagree Slightly Confident

Disagree Not Confident At All

Strongly Disagree

a. Adapt to Army life .................. 0( 000

a. The Army has a great deal of b. Complete your term of obligation. 00000

personal meaning to me ......... 0.. 0 0 (a) c. Meet the Army's physical

b. It would be too costly for me to leave requirements ....................... 0000 ®

the Army in the near future .......... (0(D (D)0D0 0 d. Be successful in basic training ....... 0 G)

c. I am afraid of what might happen if I e. Earn promotions in the Army ....... 0, 00@0@)@ 0... 

quit the Army without having another

job lined up ........................ 0) Q (D )

d. Too much in my life would be 47. The kind of work I enjoy most is available:

disrupted if I decided I wanted to 0 only in the military.

leave the Army now ............. 000 0 0 primarily in the military.

e. I feel a strong sense of belonging to 0 equally in the military and civilian world.

the Army .................... )0(0) (D 0 primarily in the civilian world.

f. I feel "emotionally attached" to the 0 only in the civilian world.

Army .......................... Q0000

g. One of the problems of leaving the

Army would be the lack of good 48. Considering both your own qualifications and

alternatives .......... .........0000 current labor market conditions, how difficult do

you think it would be for you to find a good civilian

job right now?

o Very difficult

45. From what you know and have heard about the 0 Difficult

Army and civilian life, please indicate how you 0 Not particularly difficult or easy

believe conditions in the military are compared with 0 Easy

conditions in a civilian job you could realistically 0 Very easy

expect to get. MARK A RESPONSE FOR EACH.

Much Better in Army 49. My personal or family situation would make it

Somewhat Better in Army difficult for me to leave the Army in the next year

About the Same or so.

Somewhat Better in Civilian Life 0 Strongly agree

Much Better in Civilian Life 0 Agree

Don't Know 0 Neither agree nor disagree

o Strongly agree

a. Pay ............................ G )Q (D @ 0 Agree

b. Retirement benefits .......... 0 0 000• @ (D

c. Benefits other than retirement ..... (00000 @@(D®@

d. Assistance for civilian education ... D Q0 (D 50. The people most important to me would be

e. Opportunities to advance in your extremely disappointed if I dropped out of the

chosen field ............... (D 0 D 0 Army before completing my enlistment

f. Opportunities for job safisfaction... T0•0•• obligation.

g. Quality of co-workers .......... 0.. (• @ 0 Strongly agree

h. Working hours/schedule .......... (0) 0(D (D 0 Agree

i. Time for personal/family life.....0.. ( @0 ) 0 Neither agree nor disagree

j. Overall quality of life ............. 0 Strongly agree

k. Level of professionalism in the 0 Agree

organization ..................... 000000

I. Personal freedom ............... 0 )0(D)0

m. Job security ................. @ @

n. Total family income .............. ( @ G) @

"-7-
51. Which ONE of the following best describes your 58. Assume you were to leave the Army in the next six

current Army career intentions? MARK ONE. months. Which of the following reasons for leaving

"O PROBABLY stay in until retirement would likely apply in your case? RESPOND TO

"0 DEFINITELY stay in until retirement EACH ITEM.

O PROBABLY stay in beyond my present obligation, Not Likely to Apply

but not necessarily to retirement

O DEFINITELY stay in beyond my present obligation, Likely to Apply

but not necessarily to retirement

0 PROBABLY leave upon completion of my present a. Failure to meet physical requirements ..... 0 0

obligation b. Problems adjusting to Army life ........... 0 0

0 DEFINITELY leave upon completion of my present c. Family problems at home ................ 0 0

obligation d. Pregnancy .............................. 0 0

e. Disciplinary problems; minor offense ....... 0 0

52. How IMPORTANT TO YOU is it that you complete f. Poor academic performance .............. 0 0

your enlistment obligation? g. Illness/medical condition ................. 0 0

0 Extremely important h. Homesickness .......................... 0 0

0 Very important i. Lack of motivation; boredom ............. 0 0

0 Moderately important j. Problems with supervisors ............... 0 0

0 Slightly important k. Racial discrimination ..................... 0 0

0 Not at all important I. Sexual or gender discrimination ........... 0 0

m. Better job opportunities outside the Army... 0 0

53. A male friend who you think is qualified asks your n. Injuries sustained during training .......... 0 O

advice about joining the Army. Would you o. Not getting desired military job ............ 0 0

recommend that he... (MARK ONE) p. Sexual harassment ...................... 0 0

0 join the Army? q. One or more serious offenses ............. 0 0

0 join another military service? r. Not getting along with others ............. 0 0

O not join a military service? s. Maintaining weight standards ............. 0 0

t. Drug/alcohol abuse ...................... 0 0

54. A female friend who you think is qualified asks u. Mental health problems .................. 0 0

your advice about joining the Army. Would you v. Unfair punishment ....................... 0 0

recommend that she... (MARK ONE) w. Verbal abuse from training staff members .. 0 0

0 join the Army?

0 join another military service?

0 not join a military service? 59. At the present time, what level of strain, conflict or

stress - if any - are you experiencing about your

55. Do any of the following cause you to be unsure stay in the Army?

about an Army career? MARK ALL THAT APPLY. 0 Very high 0 Low

0 My lack of experience in the Army 0 High 0 Very low

0 My career goals are unclear 0 Moderate 0 None

0 Unsure of chances for promotion

0 Changes in Army job opportunities

0 Increased chances of fighting in a war 60. How would you rate your current level of morale?

0 Possibility of being subjected to sexual or racial 0 Very high 0 Low

discrimination 0 High 0 Very low

O None of the above 0 Moderate

56. How has your commitment to an Army career 11-.......

changed since you signed your Army contract? 61. Enter your Social Security Number below.

0 Much greater now

0 Somewhat greater now

0 About the same as it was when I signed

O Somewhat less now @ ® & 0 @®®®

0 Much less now 000) (D 0 (• •0 (0) 0

000 00 0@ 57. At the present time, how do you feel about your ( 0D 00 (D 0

decision to enlist in the Army? 000 • ( @( ((

0 Definitely made the right decision (0 0( 00()

0 Probably made the right decision ®® ®® 00 :0

0 Not sure 0®® 0(D (0•0Q0•0

0 Probably made the wrong decision @@@ 00 ® 0 @ @ 

0 Definitely made the wrong decision 000) 00 0000

"-8- R14860-PFI-54321
FY2003 SOLDIER

END-OF-TRAINING SURVEY

SURVEY APPROVAL AUTHORITY: U.S. ARMY RESEARCH

INSTITUTE FOR THE BEHAVIORAL AND SOCIAL SCIENCES

SURVEY CONTROL NUMBER: PT 60-51C
The Soldier End-of-Training Survey is part of a research project to evaluate the attitudes and experiences

of enlisted personnel during their careers in the United States Army. The U.S. Army Research Institute (ARI)

will assess the expectations and impressions of new recruits as well as enlisted personnel who have recently

completed training and personnel exiting the Army. The project covers a wide range of issues related to

soldiers' jobs, careers, and the Army as a whole. The overall purpose is to provide senior Army leaders

information for recruiting, training, and retaining a high quality force of soliders.

Thank you for your support for this survey program.

PRIVACY ACT STATEMENT

1. The Department of the Army may collect the information requested in this survey under the authority of 10

United States Code 2358. Providing information in this questionnaire is voluntary. Failure to respond to any

specific question will not result in any penalty.

2. Public Law 93-573 (Privacy Act of 1974) requires that you be informed of the purpose and uses to be made of

the information collected. The information collected in the survey will be used solely for research purposes.

Your Social Security Number (SSN) is requested only for linking data files, and possibly extracting information

from other sources (e.g., questionnaires, personnel files, etc.). Use of SSNs is authorized by Executive Order

9397. In accordance with federal regulations, the survey data will be safeguarded to protect your privacy.

After we have used your SSN to create the data files, a new identification code will be created to replace your

SSN. The file linking your SSN to the new ID code will be properly secured to preserve confidentiality. Only

survey statisticians involved in collecting or preparing the information for analysis will have access to

completed questionnaires. Only group statistics will be reported.

How to fill out this survey.

Read each question carefully, and mark your answers directly on this form.

MARKING INSTRUCTIONS

, Please use a No. 2 pencil. CORRECT INCORRECT

Please completely fill in the response as shown in the examples: 0 001110 "D 1%

Some questions ask you to mark ONLY ONE answer.

What stage of training are you currently completing? MARK ONE.

* Basic Training (BT)

0 Advanced Individual Training (AlT)

0 One Station Unit Training (OSUT)

Other questions ask you to mark MORE THAN ONE answer.

Since you joined the Army, was the most severe punishment for the same type of offense

usually given to: MARK ALL THAT APPLY.

0 Does not apply; all are treated the same

0 Men

0 Women

0 Whites

* Blacks

0 Hispanics

0 Some other race/ethnic group (PLEASE LIST)

-2-
1. What component of the Army did you join? Mark 7. How has your commitment to an Army career

the option that best describes you. changed during this training?

O Active Army 0 Much greater now

o Reserve 0 Somewhat greater now

O National Guard 0 About the same as it was when I started training

O Somewhat less now

O Much less now

2. What stage of training are you currently

completing? MARK ONE.

"O Basic Combat Training (BCT) 8. What effect, if any, have your Army experiences

"O Advanced Individual Training (AIT) had on the development of specific iob knowledge,

"O One Station Unit Training (OSUT) skills, and abilities that will help you perform a

civilian job?

O Extremely positive effect 0 No effect

3. How satisfied are you with the training you have 0 Very positive effect 0 Don't know

received since you entered the Army? 0 Little effect

O Very satisfied

O Satisfied

O Neither satisfied nor dissatisfied 9. What effect, if any, have your Army experiences had

O Dissatisfied on the development of personal characteristics and

O Very dissatisfied attitudes that will help you perform a civilian job?

O Strong positive effect 0 Negative effect

O Postive effect 0 Strong negative effect

4. How realistic were the expectations you had about 0 No effect 0 No basis to judge

Army life before you joined the Army?

O Very realistic

"O Mostly realistic 10. How does your physical health compare now to

"O Mostly unrealistic what it was when you first entered the Army?

O Very unrealistic 0 Much better now 0 Somewhat worse now

O Somewhat better now 0 Much worse now

O About the same as it was

5. How has Army life compared with your

expectations before you joined the Army?

"O Much better than I expected 11. During your recent training, did you have any

"o Somewhat better than I expected medical problems/injuries for which you visited a

"O About the same as I expected Doctor or the Troop Medical Command (TMC)?

o Somewhat worse than I expected 0 Yes

o Much worse than I expected 0 No

6. To what extent has your most recent training .... 12. Before you enlisted, were you ever advised by a

MARK A RESPONSE FOR EACH. medical practitioner not to participate in any

physical exercise or sports program because of

very great extent a problem/injury similar to the one you had

Great extent during your recent training?

Moderate extent 0 Yes

Slight extent 0 No

Not at all 0 Does not apply; I had no medical problem/

No basis to judge injury during training

a. contributed toward your

professional development? ........ (D®®

b. instilled Army values? ......... 0 ( (D0(D 0 (D

c. prepared you to perform your

Army duties? ................ G ®) 0

d. prepared you for your future

Army assignments? .......... 0. ( 0 0) 00 (D

-3-
13. Please indicate your level of agreement with the 15. Please indicate your level of satisfaction with the

following statements. MARK A RESPONSE FOR following aspects of Army life at the present

EACH. time. MARK A RESPONSE FOR EACH.

Strongly agree

Agree Very satisfied

Neither agree nor disagree Satisfied

Disagree Neither satisfied nor dissatisfied

Strongly disagree Dissatisfied

Very dissatisfied

a. The Army will allow me to maintain

the standard of living I want for How satisfied are you with...

myself/my family .................... 6(DQ69(a69

b. The Army will allow me to maintain a. your relationships with peers? . . . . . . .. G) (D 6 G) (D6

the kind of balance I want between b. your relationships with nonmy work and personal life ........ ( 0... (6)9 commissioned officers? ............. (D Q6 (D

c. Even if I had an offer of a bit more c. your relationships with

pay from a civilian organization, I . commissioned officers? ............. Q9 99)

would be reluctant to leave the Army.. 69696969 @) d. the Army's gender mix? .............. D Q (9) 6 9

d. I would discourage a close friend e. discipline? ......... ......... (D9 G6) 9

from joining the Army ............... (D 0f. 69 barracks living? ......... ...... 699 @96 9

e. The demands of the Army make it ' g. physical fitness training? ............. ( 6 (6) 6 9

difficult to have the kind of family life h. your amount of personal freedom? ... (9D 6. ( ®

I would like .................. 0690 ( 69 i. the Army's structured, ordered

f. I can count on Army people to help lifestyle?" ............ .............. 0( 696 969

out when needed .................. ( 0 j. the length of your enlistment

g. I frequently feel like leaving the Army . . (0 (9)69® contract? ....... . . . . . . . . . . . . . . . . . . . 6 96 6) (969

h. I am quite proud to tell people that ....................... k. your MOS? 6966

I am in the Army .............. 069696969 I. the time available to pursue your

i. For me, a rewarding career personal life goals? .6969 D ( 0 9 

can compensate for limited m. your life as an enlisted soldier? ....... 06

personal/family time ............ 0.... 6(D Q969 n. being away from family and

j. I can get ahead in the Army doing friends? ........................... 9 (D9 (a)

the kinds of work I like best ......... 6 9(6) 969 o. your personal and family life? ........ (D 69 (

k. The Army has a great deal of

positive meaning to me ............. 6 99

1. I feel a strong sense of belonging

to the Army ........................ 0 (D 6 (D

m. I feel "emotionally attached" to

the Army ......................... 6 (6Q 9 (96 G)®

n. One of the problems of leaving

the Army would be the lack of

good alternatives .............. 6 (D 0 6 (

14. Since arriving at your present Army post, did you

get into any serious trouble (UCMJ offenses)?

o No

O Yes, just once

O Yes, two or three times

O Yes, four or more times

-4-
16. How much do you agree or disagree with the 18. From what you know and have heard about the Army

following statements about your most recent and civilian life, please indicate how you believe

training unit? conditions in the military are compared with

n conditions in a civilian job you could realistically

S trongl.Agree expect to get. MARK A RESPONSE FOR EACH.

SDisagree Neither agree nior disagree

Disagree Much better in Army

Strongly disagree Somewhat better in Army

Not applicable About the same

Somewhat better in civilian life

a. The leaders in the unit set high Much better in civilian life

standards for soldiers in terms of Don't know

good behavior and discipline ...... G ) (GD G

b. The leaders in the unit were more a. Pay ............................. 0 G) G ) GD

interested in looking good than b. Retirement benefits.............. (G@)o (GD G @

being good ......... ....... (D (D® G ( c. Benefits other than retirement ..... G)D• ()D G

c. I was impressed with the quality d. Assistance for civilian education ... (GD GD GD GD GD

of leadership in the unit ........... G) GD G GD® e. Opportunities to advance in your

d. I would go for help with a personal chosen field ................ GQD •GD , D

problem to people in my chain of f. Opportunities for job satisfaction ... (D GD G•) @D D G

command .................. ®GDGDGDGD g. Quality of co-workers ......... (GD)D @ G D (GD

e. The leaders in the unit were not h. Working hours/schedule .......... (GD (GD G(@DG

concerned with the way soldiers i. Time for personal/family life ....... G)@ D GD QG•

treat each other as long as the j. Overall quality of life .............. GD)GD(GD GD

job/training gets done .......... D GD) G G) k. Level of professionalism in the

f. The leaders in the unit were more organization ................... ( Q GD (

interested in furthering theircareers 1. Personal freedom ................ ( D (GD GD •(GD

than in the well-being of their soldiers .G) G G m. Job security ................ GD)I GD GD G G

g. Leaders in the unit treated soldiers n. Total family income ........... D GD) GD GiD G

with respect .................. G®DG®

h. The leaders most always got

willing and whole-hearted 19. The kind of work I enjoy most is available:

cooperation from the soldiers 0 only in the military. 0 primarily in the civilian

in the unit .................. GD GD ) (GGDD 0 primarily in the military, world.

i. The NCOs in my chain of 0 equally in the military 0 only in the civilian world.

command were a good source 0 and civilian world. 0 Don't know

of support for soldiers ............ GD GD GD GD G

17. Suppose your drill sergeants were to compare 20. How confident are you that you will:

your performance to other soldiers in your MARK A RESPONSE FOR EACH.

training company. How would they rate your... Extremelyconfident

Truly expeptional top 5%) Very Confident

Outstanding (upper 15%) Moderately Confident

Above average (upper 30%) Slightly Confident

Average (middle 40%) Not Confident At All

Below average (bottom 30%)

a. Adapt to Army life ................. QG)G

b. Complete your term of obligation ..... 0)0 GD GG•D

a. EFFORT (such as willingness to give c. Meet the Army's physical requirements. GD GD CD GD G

your best effort and assist others to d. Have the skills to perform well in your

make sure the job gets done) ........ •D G0 (GD next assignment ................ GD GD G) @)

b. PERSONAL DISCIPLINE (such e. Earn promotions in the Army ......... G GD®

as willingness to follow Army

regulations, orders, and Standard

Operating Procedure, and display

respect for superiors) ............... (D G( D G (D

b. PHYSICAL FITNESS (effectiveness

in maintaining military standards of

physical fitness) .................... ( D GD GD

c. OVERALL EFFECTIVENESS IN

MOST RECENT TRAINING ......... iD (D•G)

-5-
21. How important is each of the following 24. Army training offers many challenges. Was there

TO YOU PERSONALLY? ever a time during training when it seemed likely

that you would not complete your training? Extremely important I I Very important 0 Yes

Quite important0 No

Moderately important 0 Do not remember

Somewhat important

Slightly important 25. Why did it seem likely you would not complete your

Not at allimportant training? (Mark all that apply.)

a. Loyalty to the United 0 Not applicable, it always seemed likely I would

States Army ............. (D Q @) G) Q Q (D complete training.

b. Loyalty to your unit or 0 1 was having problems meeting Army standards

organization .............. @0 Q Q Q @ 0 (e.g., physical, academic, conduct).

c. Taking responsibility for 0 I was having problems adjusting to Army life (e.g.,

your actions and decisions ..... ®( • Q 000(D lack of motivation, boredom, problems with

d. Putting what is good for your supervisors, not getting along with others).

fellow soldiers, unit, and the 0 Due to medical condition(s) (e.g., illness, injury,

nation before your own welfare.. 0 )0 D00Dpregnancy).

e. Dedication to servingthe United 0 I needed/wanted to go home (e.g., family problems,

States, even to risking your own homesickness).

life in its defense ........... (DQQ (D 0 0 I was being treated unfairly (e.g.,

f. Commitment to working as a sexual/gender/racial discrimination, harassment,

member of a team ............. Q (D ®(D (D (D didn't get the Army job I wanted).

g. Dedication to learning your job 0 I thought my opportunities were better outside the

and doing it well ........... 0000G) (a)000 (D Army (e.g., job, school).

h. Personal drive to succeed in 0 Other (please specify)

your work and advance ........ ( (D 0 G) 0

i. Being honest, open, and truthful. A0 (D (

j. Being disciplined and 26. Was the situation you identified in the last question:

courageous in battle ........... 0 00 0 Not applicable, I did not experience any of

k. Standing up for what you firmly the situation listed

believe is right ............... 00 00 T00 0 Mostly caused by you

I. Working with others tactfully 0 Mostly caused by the Army

and with military courtesy ....... Q 0 G) ) 0 0 Caused by both you and the Army

m. Exhibiting excellent military 0 Beyond anyone's control

bearing and appearance ....... T Q0Q0G (0D00

n. Equal opportunity regardless

of gender ........ ....... (D Q ® ) @ D 0 27. In your own words, how were you able to overcome

o. High moral standards both the challenges you experienced and successfully

on-duty and off-duty ........... G) (®) Q(DQ ® (D ® complete Army training?

p. Building and maintaining

physical fitness and stamina .... (00D ()0

22. As you see it now, how well do your personal

values match the values of the Army?

0 Extremely well

0 Very well

0 Neither well nor poorly

0 Poorly

0 Not at all

23. As you see it now, to what extent are you the type

of individual that the Army wants as a soldier?

0 Very great extent

0 Great extent

0 Moderate extent

0 Slight extent

0 Not at all

-6-
28. Assume you were to leave the Army in the next six 32. My personal or family situation would make it difficult

months. Which of the following reasons would for me to leave the Army in the next year or so.

likely apply in your case? RESPOND TO EACH 0 Strongly agree

ITEM. Not Likely to Apply 0 Agree

0 Neither agree nor disagree " =::" " ' .......... •.:i:!i:0 Disagree Likely to Apply 0Dsge "ke0• 0 Strongly disagree

a. Failure to meet physical requirements ...... 0 0

b. Problems adjusting to Army life ............ 0 0

c. Family problems at home ................. 0 0 33. The people most important to me would be extremely

d. Pregnancy ......... .............. 0 0 disappointed if I dropped out of the Army before

e. One or more serious (UCMJ) offenses ..... 0 0 completing my enlistment obligation.

f. Minor offenses or disciplinary problems .... 0 0 0 Strongly agree

g. Poor academic performance .......... 0 0 Agree

h. Illness/medical condition .................. 0 '0 0 Neither agree nor disagree

i. Homesickness .......................... 0 0 ' 0 Disagree

j. Lack of motivation, boredom ........... 0 0 0 Strongly disagree

k. Problems with supervisors ................ 0 0

I. Racial discrimination ..................... 0 0

m. Sexual or gender discrimination ........... 0 0 34. A male friend who you think is qualified asks

n. Better job opportunities outside the Army...iQ 0 your advice about joining the Army. Would you

o. Injuries sustained during training .......... 0 0 recommend that he...

p. Not getting desired military job ............ 0 0 0 join the Army?

q. Sexual harassment ...................... 0 0 0 join another military service?

r. Not getting along with others .............. '0 0 0 not join a military service?

s. Maintaining weight standards 0............ 0 0

t. Drug/alcohol abuse ..................... 0 0

u. Mental health problems .................. 0 0 35. A female friend who you think is qualified asks

v. Unfair punishment ................. 0 .0 your advice about joining the Army. Would you

w. Verbal abuse from supervisors ............ 0 0 recommend that she ...

O join the Army?

o join another military service?

29. At the present time, what level of strain, conflict 0 not join a military service?

or stress - if any -- are you experiencing?

O Very high 0 Low

O High 0 Very low 36. Are you:

o Moderate 0 None 0 Male 0 Female

30. How would you rate your current level of morale? 37. Are you of Hispanic/Spanish origin or ancestry

O Very high 0 Low (of any race)?

O High O Very low O No

o Moderate 0 Yes, Mexican, Mexican-American, Chicano

o Yes, Puerto Rican

o Yes, other Hispanic/Spanish

31. Considering both your own qualifications and

current labor market conditions, how difficult

do you think it would be for you to find a good 38. What is your racial background?

civilian job right now? 0 American Indian, Eskimo or Aleut

o Very difficult 0 Asian or Pacific Islander

o Difficult 0 Black

O Not particularly difficult or easy 0 White

0 Easy

O Very easy

O Does not apply; I already have a good civilian job 39. What is your current marital status?

O Married

O Legally separated or filing for divorce

0 Single, never married

0 Single, engaged to be married

O Divorced

0 Widowed

-7-
40. How many dependent children do you have 46. Do any of the following cause you to be unsure

(for whom you provide financial support)? about an Army career? MARK ALL THAT APPLY.

o None 0 My lack of experience in the Army

01 0 My career goals are unclear

02 0 Unsure of chances for promotion

03 0 Changes in Army job opportunities

0 4 or more 0 Increased chances of fighting in the war

0 Possibility of being subjected to sexual

or racial discrimination

41. Is there an important girlfriend/boyfriend in 0 None of the above

your life right now?

0 Does not apply; I am currently married

0 Yes 47. Enter your Social Security Number below.

0 No ]IIIJILl

42. How supportive/unsupportive is your spouse/ 000 ® 0 000 ®

girlfriend/boyfriend of your being in the Army? Qo 0 () 00 (0;)0•0

0 Does not apply; I do not have a • (Q)®@®® 

spouse/girlfriend/boyfriend 0 0 0 0 0

0 Very supportive 004 ()®® (3)®®)

0 Fairly supportive QG00 0 @• 0 00

0 Mixed or neutral ®®() ®® ® ®@

0 Fairly unsupportive ® 00 0000

0 Very unsupportive ®00® (1), ®® ®®"® 00 0000

43. Are you planning to go to college?

0 Yes, while on active duty during this enlistment

0 Yes, after I complete this term of duty

0 No

0 Undecided

44. How IMPORTANT TO YOU is it that you complete

your enlistment obligation?

0 Extremely important

0 Very important

0 Moderately important

0 Slightly important

0 Not at all important

45. Which ONE of the following best describes your

current active duty Army career intentions?

MARK ONE.

0 PROBABLY stay until retirement

0 DEFINITELY stay until retirement ...

0 PROBABLY stay in beyond my present

obligation, but not necessarily to retirement

0 DEFINITELY stay in beyond my present

obligation, but not necessarily to retirement

0 PROBABLY leave upon completion of my

present obligation

0 DEFINITELY leave upon completion of my

present obligation

0 Does not apply; I am not active duty Army

, t- .R19718-PFI-.54:421