There were no significant differences between the percentages of White and Black
officer and enlisted personnel who had one or two mentors while in the Army. About a
third of White and Black officers and a fifth of Black and White enlisted personnel
reported having three to five mentors while in the Army (33% White vs. 27% Black
officers; 19% White vs. 21% Black enlisted). Among those who had a mentor. Black
officers and enlisted personnel are more likely than White officers and enlisted personnel
to agree that these relationships have been helpful to their career (71% Black vs. 62%
White officers, 71% Black vs. 61% White enlisted).

Timing of career development relationships may determine the value of that
relationship to a soldier’s career. Black officers and enlisted personnel are more likely
than White officers and enlisted personnel to agree that they would have liked to have
had a mentor earlier in their career (see Figure 9). This finding is supported by the fact
that higher percentages of White than Black officers and enlisted personnel had their first
such relationship in the first or second year of their Army career; and higher percentages
of Black than White enlisted personnel had their first career development relationship
during their Sth year in the Army.

100% mBlack Officers White Officers

Black Enlisted = White Enlisted
80%
60%

40%

20%
10%

Th 5% an 40h,

‘st-2nd Year in Army — 5th Year in Army Like Mentor Earlier

Figure 9. Timing of Career Development Relationships

The demographics of White and Black soldier’s mentors differ. As expected,
officers tend to have commissioned officers as their mentors. and enlisted personnel tend
to have NCOs as mentors. Nevertheless. White officers are more likely than Black
officers to have mentors who are commissioned officers (84% White vs. 75% Black
officers), and Black officers are more likely than White officers to have NCOs as mentors
(27% Black vs. 13% White officers). Also, a higher percentage of Black officers than
White officers have had mentors of a different gender, race. or ethnic group/origin, and
higher percentages of Black enlisted than White enlisted personnel have had mentors of a
different gender (see Figure 10).


likely than Black officers and enlisted personnel to experience high levels of stress or
conflict in their military job now (in 1995) (see Figure 21).

100% Black Officers ¢ White Officers

mBlack Enlisted — White Entsted

80%

60%

20%

0%
Job Stress -Now Current Assignment Family/Personal
More Stress Stress - Now

Figure 21. Percent Experiencing High Levels of Stress

Although the percentages experiencing high levels of job stress now (in 1995) are
slightly lower than for a year ago for Black and White officers and enlisted personnel, the
only significant decrease is for Black officers (31% a year ago vs. 22% now). White
officers and enlisted personnel are more likely than Black officers and enlisted personnel
to report that their current assignment places more stress on family relationships now as
compared to previous assignments. White officers are more likely than Black officers to
report they are experiencing high conflict or stress now in their family or personal life.

Overall, as shown in Figure 22, approximately three-fourths of all officers are
satisfied with the quality of Army life, with similar percentages of Black and White
officers reporting satisfaction. Approximately one-half of all enlisted personnel are
satisfied with the quality of Army life, with higher percentages of Black enlisted
personnel than White enlisted personnel reporting satisfaction.


Reasons for joining the Army. Despite their demographic differences, both Black
and White officers and enlisted personnel selected the following as their top three reasons
for joining the Army:

* Desire to serve their country:
* Educational benefits: and

* Job security.

However, White male and female officers and male enlisted personnel are more
likely than Black male and female officers and male enlisted personnel to report joining
the Army from a desire to serve their country (32% White vs. 22% Black male officers;
16% White vs. 10% Black female officers: 20% White vs. 8% Black male enlisted; and
9% White vs. 4% Black female enlisted). Also. White female officers are more likely
than Black female officers to report joining for educational benefits (34% White vs. 22%
Black female officers).

Job Characteristics

A number of SSMP questions covered working conditions, hours, and
accomplishments achieved on the job. Analysis of these questions found that. in general,
Black officers and enlisted personnel are more likely than White officers and enlisted
personnel to be satisfied with the way things “work” in the Army. For example.
compared to White officers and enlisted personnel, higher percentages of Black officers
and enlisted personnel are satisfied with:

* Amount of paperwork (54% Black vs. 34% White officers; 64% Black vs. 49%
White enlisted);

* Length of working hours (69% Black vs. 62% White officers; 64% Black vs. 58%
White enlisted), perhaps because they are more likely than White soldiers to report
working 8 hours (14% Black vs. 8% White officers, 23% Black vs. 13% White
enlisted) and are less likely to report working 11 - 13 hours (37% Black vs. 45%
White officers; 32% Black vs. 41% White enlisted) in a typical day;

* Quality of equipment and supplies (67% Black vs. 62% White officers: 50% Black
vs. 40% White enlisted): and

¢ Amount of equipment and supplies available on the job (60% Black vs. 55% White
officers; 48% Black vs. 36% White enlisted).

In addition, Black officers are more likely than White officers to be satisfied with
the number of quick response tasks (54% Black vs. 41% White officers) and Permanent
Change of Station (PCS) relocations (74% Black vs. 69% White officers). White enlisted
personnel are more likely than Black enlisted personnel to be satisfied with the number of
PCS relocations (60% White vs. 55% Black enlisted).


100% Black Officers gqWhite Officers
Black Enlisted White Enlisted

84%
78%

80%

60%

54% 55%

20%

0%

Genders Perform the Same Genders Meet Physical Demands

Figure 13. Percent Rating Army Performance

When it comes to weight standards and APFT requirements, differences between
officers and enlisted personnel are more pronounced. White officers are more likely than
Black officers to rate as fair weight standards for males (49% White vs. 41% Black
officers) and females (37% White vs. 32% Black officers) and APFT requirements for
males (63% White vs. 53% Black officers). Black enlisted personnel are more likely than
White enlisted personnel to rate APFT requirements for females as fair (36% Black vs.
31% White enlisted). In spite of these differences, both White officers and enlisted
personnel are more likely than Black officers and enlisted personnel to rate the
administration of the APFT at their current location as very fair (73% White vs. 63%
Black officers; 49% White vs. 43% Black enlisted): yet, Black officers and enlisted
personnel are more likely to say they personally have no difficulty meeting APFT
requirements for their age and gender (83% Black vs. 78% White officers; 75% Black vs.
67% White enlisted).

Sexual harassment. According to Army Regulation AR 600-20, sexual
harassment is “a form of sexual discrimination that involves deliberate or repeated
unwelcome sexual advances. requests for sexual favors, and other verbal or physical
conduct of a sexual nature.” Responses to the SSMP found that approximately 5% of the
total population of Black and White officers and enlisted personnel had been sexually
harassed within the last 12 months. While there are no significant racial differences for
male officers and enlisted personnel, there are significant racial differences for females.
That is, White female officers and enlisted personnel are more likely than Black female
officers and enlisted personnel to have been sexually harassed (19% White vs. 11% Black
female officers; 31% White vs. 20% Black female enlisted).

Given the relatively smal! numbers of individuals who reported being sexually
harassed, racial differences in responses to a number of related issues could not be
reliably assessed because of the large sampling error. However. among those who had
been sexually harassed, Black female enlisted personnel are more likely than White


FOREWORD

A primary mission of the Army Personnel Survey Office (APSO) of the U.S. Army
Research Institute for the Behavioral and Social Sciences (ARI) is to collect information on a
wide range of issues important to the Army. These findings provides the Army with timely
information on which to base future planning and policy making.

This Study Report summarizes results from a special analysis of data from the Spring
1995 Sample Survey of Military Personnel (SSMP). This analysis was of the differences between
Black and White officers and enlisted personnel on factors related to soldiers’ job satisfaction
and their intentions to commit to a career in the Army.

The Army can use the findings of this report to guide its personnel policy and planning

activities.

EDGAR M. JOHNSON
Director



Morale, Welfare, and Recreation (MWR) Programs. Table 1 presents MWR
programs with significantly different usage by Black and White officers and by Black and
White enlisted personnel. As shown, Black officers and enlisted personnel are more
likely than White officers and enlisted personnel to use music and theater programs and
club entertainment services; and White officers and enlisted personnel are more likely to
use swimming pools, outdoor recreation areas/facilities, golf, recreational equipment
rental, and marine services.

Table 1. MWR Program Usage

MWR Programs Black White Black White
Officers Officers Enlisted Enlisted
Music & Theater 30% 24% 33% 27%
Programs
Club Entertainment 36% 29% 40% 26%
Services
Swimming Pools 36% 50% 33% 4T%
Outdoor Recreation 32% 50% 30% 39%
Areas/Facilities
Golf 23% 45% TM% 22%
Recreational 21% 35% 17% 27%
Equipment Rental
Marine services 5% 15% 6% 13%

Among officers, Black officers are more likely than White officers to use bowling
(55% Black vs. 50% White officers) and sports above intramural level (e.g., area,
conference, All Army) (9% Black vs. 5% White officers); but White officers are more
likely than Black officers to use arts and crafts programs (29% White vs. 23% Black
officers), full club dining and beverage services (59% White vs. 50% Black officers), and
the club beverage lounge (46% White vs. 34% Black officers). Among enlisted
personnel, Black enlisted personnel are more likely than White enlisted personnel to use
full club dining and beverage services (27% Black vs. 22% White enlisted), youth
services program (19% Black vs. 12% White enlisted), community recreational centers
(22% Black vs. 15% White enlisted), sports above intramural (13% Black vs. 8% White
enlisted), and child development services (19% Black vs. 11% White enlisted); but White
enlisted personnel are more likely to use fitness centers (74% White vs. 70% Black
enlisted). It should be noted, however, that over two-thirds of Black and White enlisted
personnel use the fitness centers.



Black Officers gg White Officers
Black Enlisted © White Enisted

80%

64%

60%

48%

40%

20%

0%

Current Duty Assignment Developmental Assignments

Figure 10. Percent Who Had Mentors with Different Demographics

Promotion

A variety of SSMP questions asked soldiers what they think about Army
promotions in general and their own promotion potential in particular. Of direct
relevance to this discussion is the finding that Black enlisted personnel are more likely
than White enlisted personnel (23% Black vs. 15% White enlisted) to have served five or
more years since they received their current rank. In contrast, White enlisted personnel
are more likely than Black enlisted personnel to have served less than one year since they
received their current rank (32% White vs. 25% Black enlisted). Since Black enlisted
personnel tend to be older and have more years of service than White enlisted personnel,
such findings are not unexpected.

Compared to White officers and enlisted personnel, Black officers and enlisted
personnel are more likely to rate their current duty assignment as very helpful for their
military career and to be very confident about getting the developmental assignments they
need to be competitive for promotion (see Figure 11).


(vs. 32% of Black enlisted) reported that military justice has been administered fairly
within their unit.

Equal Opportunity. Questions related to equal opportunity assessed soldiers’
perceptions of the fairness of promotions and assignments. Responses to these questions
found that Black officers and enlisted personnel are more likely than White officers and
enlisted personnel to agree that their chances for promotion are the same as soldiers of the
opposite gender (81% Black vs. 58% White officers; 71% Black vs. 63% White enlisted)
and that White enlisted personnel are more likely than Black enlisted personnel to state
that gender has no influence on selection for developmental or key career assignments
(84% White vs. 77% Black enlisted). Black officers and enlisted personnel, however, are
more likely than White officers and enlisted personnel to feel that race has a negative
influence on selection for developmental or key career assignments (39% Black vs. 16%
White officers; 20% Black vs. 10% White enlisted).

White officers and enlisted personnel are more likely than Black officers and
enlisted personnel to rate the equal opportunity climate in their units as good (see Figure
16). In addition, White officers and enlisted personnel are more likely than Black officers
and enlisted personnel to feel that race does not affect fairness; that is, they are more
likely to agree with the statement that “race does not influence whether I get a fair deal
within my unit.”

mBlack Officers. g White Officers
Black Enlisted 5 White Enlisted

83%

100%

80%.

60%

40%

20%

0%
Good EO Climate Race Does Not Influence Fairness

Figure 16. Percent Rating Equal Opportunity Climate in Their Unit

Co-workers, Morale, and Preparedness

Co-workers. In general, Black officers and enlisted personnel are more likely
than White officers and enlisted personnel to be satisfied with their co-workers,
especially with the amount of personnel available (39% Black vs. 33% White officers;
41% Black vs. 34% White enlisted) and the competence of their co-workers (83% Black
vs. 78% White officers; 70% Black vs. 56% White enlisted). Black officers’ immediate



officers and enlisted personnel to be positive towards mixed gender work groups.
Specifically, Black officers and enlisted personnel are more likely than White officers and
enlisted personnel to:

¢ Think all soldiers work well together regardless of their sex (82% Black vs.
73% White officers; 72% Black vs. 63% White enlisted);

* Agree that having both genders in a unit would enhance the work atmosphere of the

group (47% Black vs. 28% White officers; 54% Black vs. 35% White enlisted);
and

¢ Disagree that it would be more difficult to take orders from someone of the

opposite sex (76% Black vs. 72% White officers: 68% Black vs. 59% White
enlisted).

In addition, White officers and enlisted personnel are more likely than Black officers
and enlisted personnel to:

e Agree that mixing males and females in a unit would have a negative influence on
group cohesion/cooperation (21% White vs. 7% Black officers; 21% White vs. 9%
Black enlisted); and

¢ Think soldiers of the same sex work better together (24% White vs. 13% Black
officers; 32% White vs. 20% Black enlisted).

Standards and performance. Perceptions of performance standards for male and
female soldiers vary by race. Black officers and enlisted personnel are more likely than
their White officers and enlisted personnel to believe that male and female soldiers are
expected to achieve the same standards (76% Black vs. 66% White officers; 63% Black
vs. 46% White enlisted). In contrast, White officers and enlisted personnel are more
likely than Black officers and enlisted personnel to believe that males are expected to
achieve higher standards (31% White vs. 22% Black officers; 52% White vs. 34% Black
enlisted). Also, Black officers are more likely than White officers to believe male
soldiers are encouraged to succeed more than female soldiers (11% Black vs. 5% White
officers), and White officers are more likely than Black officers to be satisfied with the
fairness of their performance evaluations (74% White vs. 69% Black officers).

Concerning on-the-job performance, Black officers and enlisted personnel are
more likely than White officers and enlisted personnel to believe that male and female
soldiers perform equally well in assigned tasks and that females are as able as males to
meet the physical demands of being an Army soldier (see Figure 13). However, White
officers and enlisted personnel are more likely to believe that male soldiers work harder
in performing their assigned tasks (19% White vs. 12% Black officers; 44% White vs.
29% Black enlisted) and that male soldiers perform better in their assigned tasks (19%
White vs. 10% Black officers; 37% White vs. 23% Black enlisted).



Table 2 presents MWR programs with significantly different ratings of
importance by Black and White officers and by Black and White enlisted personnel. As
shown, among both officers and enlisted personnel, Black soldiers are more likely than
White soldiers to rate child development services and club entertainment services as
important: White soldiers, on the other hand. are more likely than Black soldiers to rate
outdoor recreation areas/facilities. swimming pools. golf, recreational equipment rental.
and marine services as important.

Table 2. MWR Program Importance

MWR Programs Black White Black White
Officers Officers Enlisted Enlisted
Child Development 40% 34% 35% 29%
Services
Club Entertainment 14% TMM% 22% 12%
Services
Outdoor Recreation 30% 46% 26% 45%
Areas/Facilities
Swimming Pools 23% 39% 20% 33%
Golf 12% 28% 5% 14%
Recreational equipment 10% 22% 11% 24%
, rental
Marine services 3% 9% 6% 11%

Among officers, White officers are more likely than Black officers to rate the club
beverage lounge as important (11% White vs. 6% Black officers), and Black officers are
more likely than White officers to rate the following as important: library services (55%
Black vs. 50% White officers), information/ tickets/registration (43% Black vs. 37%
White officers), youth services program (42% Black vs. 35% White officers). travel
agency (38% Black vs. 32% White officers), music and theater programs (19% Black vs.
12% White officers), and community recreation centers (21% Black vs. 13% White
officers). Among enlisted personnel. White enlisted personnel are more likely than Black
enlisted personnel to rate fitness centers as important (65% White vs. 57% Black
enlisted). Consistent with high usage rates, over three-fourths of all officers and slightly
less than two-thirds of all enlisted personnel rated the fitness centers as important.

Stress. Several SSMP questions asked soldiers to assess the level of stress they
are experiencing now and to compare this level with that they experienced a year ago.
Responses to these items showed that White officers and enlisted personnel are more



100% wBlack Oficers White Officers
mBlack Enlisted 3 White Enlisted

80%

60%

40%

20%

0%
Not Allowed to Stay Leave Involuntarily Offered Early Out

Figure 7. Percent Concerned About Army Job

In related areas, compared to White officers and enlisted personnel, a larger
percentage of Black officers and enlisted personnel are concerned about Reduction in
Force/separation board rules and regulations (43% Black vs. 33% White officers; 38%
Black vs. 25% White enlisted). Black enlisted are also more likely than White enlisted
personnel to be concerned with their future as it relates to changing Army policies on
downsizing (37% Black vs. 28% White enlisted).

Analysis of other issues related to job security found that Black officers and
enlisted personnel are more likely than White officers and enlisted personnel to be
concerned more today than they were a year ago about the following:

* Being able to get a civilian job quickly if they had to (64% Black vs. 59% White
officers; 80% Black vs. 69% White enlisted); and

* Kind of work they will get when they leave the Army (65% Black vs. 60% White
officers; 83% Black vs. 73% White enlisted).

In addition, Black enlisted personnel are more likely than White enlisted
personnel to be concerned more today than they were a year ago about:
* Their long-term opportunities in the Army (74% Black vs. 61% White enlisted);

¢ Financial burden should they leave the Army unexpectedly (79% Black vs. 72%
White enlisted); and

Having difficulty finding a civilian job with the same or better pay and benefits
(53% Black vs. 43% White enlisted).


CONTENTS (continued)

Page
LIST OF FIGURES

Figure 1. Officer and Enlisted Personnel by Race... ....e0-- 2
2. Officers and Enlisted Personnel by Race and Gender . . 3
3. Percent Who Reported Feelings of Job Accomplishment a)
4. Percent Satisfied with Military Medical and Dental Care. ........... 6
5. Percent Satisfied with Family Medical Care... 6 ee ee ee ee ee 6
6. Percent Satisfied with Overall Job Security 2... 6. ee ee eee 7
7. Percent Concerned About Army Job... 6. ee ee ee ee ee ee 8
8. Percent Rating Most Recent Formal Military Course . 9
9. Timing of Career Development Relationships ....... cae - 10
10. Percent Who Had Mentors with Different Demographics . ». dl
11. Percent Rating Current and Future Assignments... 2.2... eee eee 12
12. Percent Rating Recognition and Promotion .. 1... 6. eee ee eee eee 12
13. Percent Rating Army Performance 14
14. Percent Sexually Harassed ...... 15

15. Of Those Subjected to Discrimination, Percent Who Experienced Different Types
of Discrimination .......... 6.3. ee ee eee 16
16. Percent Rating Equal Opportunity Climate in Their Unit. ..........-. 17
17. Percent Reporting High Unit and Personal Morale 18
18. Percent of Dual Military and Dual Income Families see ~. 21
19. Percent of Single Parents... 6... ee eee eee ee ee eee +. 22
20. Percent Reporting Family Adjustment & Support for Army Career... 2... 23
21. Percent Experiencing High Levels of Stress 6... ee ee ee ee ee ee 27
22. Percent Satisfied with Quality of Army Life . 27
23. Percent Satisfied with Army Career. . 28
24. Percent Who Intend to Stay Until Retirement wae - 30
25. Percent Who Intend to Leave Before Retirement... .....-+-+02005 - 30


There are no significant differences between Black and White male and female
officers and enlisted personnel who gave the following reasons for being absent: being on
profile due to injury, pregnancy of soldier or spouse, personal or family illness, or school.
However, White female officers are more likely than Black female officers to be absent
due to childbirth (18% White vs. 7% Black female officers), and White female enlisted
personnel are more likely to have been absent for reasons others than those listed above
(42% White vs. 31% Black female enlisted).

Separations and deployments. Separations and deployments may impact the
quality of a soldier’s family life. Black male officers and enlisted personnel are more
likely than White male officers and enlisted personnel to have been away from their duty
station for military duties 4 weeks or less during the last 12 months (38% Black vs. 27%
White male officers, 30% Black vs. 24% White male enlisted). White officers and
enlisted personnel are more likely to have been separated from their spouse and/or
child(ren) 17 — 20 weeks due to military duties during the past 12 months (10% White vs.
4% Black officers, 11% White vs. 6% Black enlisted).

Family adjustment and support. As shown in Figure 20, a large majority of Black
and White officers and enlisted personnel report that their families have adjusted well to
the demands of being an “Army family.” Among officers, the percentages of Black and
White soldiers whose families have adjusted well are quite similar; however, among
enlisted personnel, the percentages of Black soldiers whose families have adjusted well
are somewhat higher than for White soldiers. In addition, among both officers and
enlisted personnel, Black soldiers are more likely to report that their spouse/significant
other is supportive of their making a career in the Army.

Black Officers gq White Officers
s00% mBlack Entisted White Enlisted

87%

80%

60%

40%

20%

0%

Family Adjusted Well ‘Spouse/Sig Other Supportive

Figure 20. Percent Reporting Family Adjustment & Support for Army
Career

w
oO



In contrast, White enlisted personnel are more likely to grade their supervisor's
performance as very good in handling technical skills (55% White enlisted vs. 50% Black
enlisted), but Black enlisted personnel are slightly more likely than White enlisted
personnel to have a great amount of respect for their immediate supervisor (59% Black
enlisted vs. 55% White enlisted).

Leadership. Soldiers were asked to rate officers and NCOs in terms of their
leadership qualities. It was found that. compared to Black officers. White officers tend to
be slightly more positive towards Army leadership. For example. White officers are
more likely to agree that senior NCOs (81% White vs. 74% Black officers). Company
Grade officers (79% White vs. 71% Black officers), and Field Grade officers (70% White
vs. 65% Black officers) “care about what happens to their soldiers.” White officers also
are slightly more likely to be satisfied with the quality of leadership at their place of duty
(72% White vs. 68% Black officers) and are more likely to agree that Company Grade
officers are good leaders (70% White vs. 66% Black officers).

In contrast, Black officers are more likely to describe Company Grade officers as
“caring mostly about their own careers” (22% Black vs. 15% White officers) and are
more likely to disagree that Senior Army leaders are aware of frustrations and anxieties
that accompany the possible loss of one’s job or career (28% Black vs. 24% White
officers).

In addition, Black officers and enlisted personnel are slightly more likely than
White officers and enlisted personnel to agree that Junior NCOs are good leaders (64%
Black officers vs. 58% White officers; 61% Black vs. 56% White enlisted), and Black
enlisted personnel are more likely to agree that Field grade officers care about what
happens to their soldiers (51% Black enlisted vs. 45% White enlisted).

From a more general perspective, Black officers and enlisted personnel are
slightly more likely than White officers and enlisted personnel to agree that Army
leadership will make the best decisions to maintain a quality Army (70% Black vs. 66%
White officers; 57% Black vs. 50% White enlisted).

Soldier's Family and the Army

Marital status. White officers are more likely than Black officers to be married
(78% White vs. 69% Black officers), and Black officers are more likely to be divorced or
widowed (12% Black vs. 5% White officers). White enlisted personnel are more likely
than Black enlisted personnel to be single (33% White vs. 25% Black enlisted), and
Black enlisted personnel are more likely than White enlisted personnel to be married
(66% Black vs. 61% White enlisted), and. if not married, to be engaged or significantly
involved in a relationship (i.e., have an important girlfriend or boyfriend) (55% Black
enlisted vs. 45% White enlisted). Of those who are married, White officers and enlisted
personnel are more likely than Black officers and enlisted personnel to live at their

20


Black officers and enlisted personnel are more likely than White officers and enlisted
personnel to:

Believe in mixed gender work teams;

Believe in equality of standards and on-the-job performance for men and women,
Report the chain of command seldom takes action on discrimination complaints.

Report their spouse/significant other is supportive of them making a career in the Army;
and

© Believe that Army leadership would make the best decisions to maintain a quality Army.

Black officers and enlisted soldiers are more likely than White officers and enlisted soldiers
to be concerned with:

Incidents of racial discrimination;

Equal opportunity climate in their unit;

Negative influence that race has on career assignments; and

Issues and policies related to job security, such as RIF/separation board rules and
regulations, being targeted to leave the Army involuntarily, getting a civilian job quickly if
they had to, and employment assistance and benefits following separation.

In comparison to Black officers and enlisted personnel, White officers and enlisted
personnel are more likely to:

e Join the Army from a desire to serve their country;
Report their absence had a negative impact on their immediate work group,
Agree that mixing genders in a unit would have a negative influence on group
cohesion/cooperation; and

e Believe that male soldiers work harder in performing their assigned tasks, are expected to
achieve higher standards, and perform better in their assigned tasks.

White officers and enlisted personnel also are more likely than Black officers and enlisted
personnel to:

Experience high levels of stress or conflict in their military job now as well as a year ago;
Feel their current assignment has placed more stress on family relationships;

Have been separated from their spouse/child(ren) 17 to 20 weeks in the last 12 months;
Report their spouse lost time from paid or voluntary work because they were unable to
find child care;

Report low levels of unit morale; and

Disagree they would recommend others pursue an active duty career in the Army.

These findings relate to the career intentions of Black and White officers and enlisted
personnel. When asked about their intentions concerning their Army career, Black female officers
and Black male and female enlisted personnel are more likely than White female officers

viii


RACIAL DIFFERENCES IN JOB SATISFACTION

EXECUTIVE SUMMARY

Research Requirement:

In order for the U.S. Army to develop and implement effective personnel policies, it is
necessary to understand the factors related to the job satisfaction and the intent of soldiers to
remain in the Army. The Spring 1995 administration of the Sample Survey of Military Personnel
(SSMP) contained data on factors such as soldier characteristics, job characteristics, pay and
benefits, job security, morale and preparedness, supervision and leadership, soldiers’ families
and the Army, and quality of life and stress. A special analysis of these data was conducted to
identify differences among Army personnel related to race.

Procedure:

The total number of soldiers responding to the Spring 1995 SSMP included 8,118 officers
and 6,995 enlisted personnel. Of these, there were 3,184 Black soldiers, 10,630 White soldiers,
776 other minorities (i.e., American Indian, Eskimo or Aleut; Asian or Pacific Islander; or
Hispanic/ Spanish origin or ancestry), and 523 with race unknown. This special analysis focuses
on differences between Black and White officers and enlisted personnel and generalizes the
results to a population of 75,243 Black and White officers and 343,952 Black and White enlisted
personnel. In this report, gender differences were addressed when Black and White male and
female officers and enlisted personnel responded differently or with different intensity.

Findings:

This special analysis of the Spring 1995 SSMP found that significant differences exist
between Black and White officers and enlisted personnel on factors related to job satisfaction and
intention to remain in the Army. These factors include job characteristics; pay and benefits; job
security; career development and promotion; equity; co-workers, morale and preparedness;
supervision and leadership; soldier’s family and the Army; and quality of life and stress.

In general the analysis showed that, compared to White officers and enlisted personnel,
Black officers and enlisted personnel are more likely to be satisfied with the following:

Specific job characteristics and the way things “work” in the Army;

Basic benefits including healthcare;

Housing condition, location, security, and access to educational and recreational facilities;
Co-workers and the amount of personnel available;

Current duty assignments;

Possibility of getting developmental assignments needed to be competitive for promotion;
and

¢ Overall quality of Army life.

vii



Career Development

Courses and assignments. No significant racial differences exist for those who
have completed or are currently assigned to 7 of 10 officer courses and 4 of 10 enlisted
courses. Black officers are more likely than White officers to have completed Combined
Arms & Services Staff School (resident) (35% Black vs. 29% White officers) and to have
been assigned to the Army Command & General Staff College (CGSC) (non-resident)
(11% Black vs. 6% White officers). White officers are more likely than Black officers to
have completed CGSC (resident) (13% White vs. 8% Black officers). Black enlisted
personnel are more likely than White enlisted personnel to have completed the Primary
Leadership Development Course (70% Black vs. 54% White enlisted), Basic NCO
Course (53% Black vs. 34% White enlisted), and the Advanced NCO Course (25% Black
vs. 16% White enlisted).

Figure 8 shows that Black officers and enlisted personnel are more likely than
White officers and enlisted personnel to rate as very good the quality of their most recent
formal military course and its usefulness for their next assignment. White officers,
however, are more likely than Black officers to feel this training was received too late in
their career.

100% Black Officers White Officers

wBlack Enlisted White Enlisted

60%

55%

40%

30%
24% 25%

20%

0%
Good Quality Good Usefulness Received Too Late

Figure 8. Percent Rating Quality and Usefulness of Most
Recent Formal Military Course As Very Good

Mentoring. A large percentage of officers and enlisted personnel have not had a
mentor or career development relationship. Almost half of Black officers (44%) and a
third of White officers (35%) and approximately three-fifths of Black enlisted personnel
(58%) and White enlisted personnel (60%) reported not having had a mentor during their
Army career.


RACIAL DIFFERENCES IN JOB SATISFACTION

CONTENTS
Page
INTRODUCTION. 2 6. ee eee eee . 1
Background ©... eee eee eee eee ee ee eee 1
Purpose of Report . 2... ee eee eee eee 1
STUDY METHODLOGY .. 1... eee ee ee ee eee 1
Sample... cc ee ee eee eee eee eee 1
Procedure 2... cee ee ee eee eee eee eee 1
FINDINGS 2... ee ee ee ee eee ee eee 2
Soldier Characteristics 2... ee eee eee ee eee 2
Job Characteristics 2... ee eee ee eee 4
Pay and Benefits . 5
Job Security 26. ee eee eee ee eee 7
Career Development . 6... 6. ee ee ee ee eee 9
Promotion sae 1
Equity. 6. ee ee ee ee ee eee eee eee eee 12
Co-workers, Morale, and Preparedness . 2.0... 1 eee eee eee eee 17
Supervision and Leadership 19
Soldier’s Family andthe Army 2... 0... eee eee eee ee ee eee 20
Quality of Life and Stress 26. fe ee ee ee eee 23
Career Satisfaction and Intentions .. 2... 1... eee eee ee ee ee ee 28
LIST OF TABLES
Table 1. MWR Program Usage .. 2... eee eee eee ee ee ee eee 25
Table 2 MWR Program Importance... 1... eee eee ee eee 26

xi



female enlisted personnel to have been harassed by an NCO and are more likely to have
been harassed twice by the same person (see Figure 14).

100% Bick White
80%
60%
40% 39% soy 38%
26%
19% 19%
20%
% a
Female Female Female Female
Officers Enlisted Officers, Enlisted
Harassed by NCO Harassed Twice by
‘Same Person

Figure 14. Percent Sexually Harassed

About two-thirds of all officers and enlisted personnel (with percentages for Black
soldiers significantly higher than for White soldiers) reported not knowing if sexual
harassment has changed in their unit or workplace during the last 12 months (69% Black
vs. 60% White officers; 71% Black vs. 65% White enlisted); but White officers and
enlisted personnel are more likely than Black officers and enlisted personnel to think
sexual harassment within their unit has stayed the same during the last 12 months (31%
White vs. 22% Black officers; 27% White vs. 18% Black enlisted). Nevertheless, Black
officers and enlisted personnel are more likely than White officers and enlisted personnel
to feel very confident in handling sexual harassment complaints in their units (89% Black
vs. 81% White officers; 85% Black vs. 76% White enlisted).

Other forms of discrimination. Responses to the SSMP found that approximately
21% of the total population of Black and White officers and enlisted personnel reported
that they had been subjected to discrimination in the last 12 months. This includes 22%
of Black officers, 11% of White officers, 25% of Black enlisted personnel, and 22% of
White enlisted personnel.

Significant differences were found between Black and White officers and enlisted
personnel who reported having been subjected to racial, religious, gender, and other types
of discrimination. Of those who reported having been subjected to discrimination during
the last 12 months (see Figure 15).



Study
Report
2000-06

Racial Differences in Job Satisfaction

Joanne C. Marshall-Mies, Jennifer A. Martin,
and Tanya B. Seligson
Swan Research, Inc.

United States Army Research Institute
for the Behavioral and Social Sciences

September 2000

Approved for public release; distribution is unlimited.

monn’ 70001024 183



FINDINGS
Soldier Characteristics

Demographics. Figure | presents the breakout of officers and enlisted personnel
by race and rank. As shown, slightly less than a third of Black officers and slightly more
than a third of White officers are in field grades (Major to Colonel); and approximately
one-half of Black and White officers are in company grades (2nd Lieutenant to Captain).
Within the enlisted ranks. approximately two-thirds of the Black soldiers are Junior or
Senior Non-Commissioned Officers (NCOs) compared to less than half of the White
soldiers; and approximately a third of the Black enlisted personnel and half of the White
enlisted personnel are in Junior enlisted ranks (PV2 to Corporal or Specialist).

MAJ-COL+ Wot-cws MaL-COL+ Wot-Cws
2% 20% 38% 14%
2UT.ceT 2uT-CPT
538: 3
Black Officers White Officers
SFC-SGMICSM SFC-SGMICSM Pv2-CPLISC
(Gr NCO} PV2-CRUSPC (Sr NCO) (Gr EN

1% (Gr ENL) 128% 55%

ScT-ssc sGT-ss¢
(ar NCO) (ir, NCO}
33%

Black Enlisted White Enlisted

Figure 1. Officers and Enlisted Personnel by Race

Figure 2 presents the breakout of officer and enlisted personnel by race and
gender. As shown, there are lower percentages of White soldiers among female officers
and enlisted personnel than there are among male officers and enlisted personnel,
respectively. Conversely, there are larger percentages of Black soldiers among female
officers and enlisted personnel compared to male officers and enlisted personnel.

v



Racial Differences in Job Satisfaction
INTRODUCTION

Background

The Sample Survey of Military Personnel (SSMP) collects information on a wide
tange of issues important to the Army, soldiers, and their dependent family members.
Results of the survey are used by Army policymakers to develop plans, assess policies,
and evaluate program operations and outcomes.

Purpose of Report

This report summarizes results from a special analysis of differences between
Black and White officers and enlisted personnel on factors related to soldiers’ job
satisfaction and their intentions to commit to a career in the Army. These factors include
soldier characteristics; job characteristics; pay and benefits; job security; career
development; promotion; equity; co-workers. morale and preparedness; supervision and
leadership; soldier’s family and the Army; and quality of life and stress

STUDY METHODOLOGY
Sample

The SSMP is conducted twice a year, drawing on 10% of officers and 2 - 3% of
enlisted personnel. In the Spring of 1995, the SSMP intentionally over-sampled female
officers and enlisted personnel so issues of potential relevance to these populations could
be examined. This sample consisted of 10% of male and 100% of female officers, and 3%
of male and 20% of female enlisted personnel. The total number responding to the 1995
SSMP included 8,118 officers and 6,995 enlisted personnel. Of these, there are 3,184
Black soldiers, 10,630 White soldiers, 776 other minorities (i.e., American Indian,
Eskimo or Aleut; Asian or Pacific Islander; or Hispanic/ Spanish origin or ancestry), and
523 with race unknown.

Procedure

This special analysis, which focuses on differences between Black and White
officers and enlisted personnel, generalizes the results to a population of 75,243 Black
and White officers and 343,952 Black and White enlisted personnel. Survey responses are
weighted by rank, gender, and race so the results can be generalized to this Army
population. Unless otherwise noted, the results reported have sampling errors of 7
percentage points or less. In this report, gender differences are also addressed when Black
and White male and female officers and enlisted personnel responded differently or with
different intensity.



older compared to less than one-third of White enlisted personnel: whereas, about 70
percent of Black and White officers are 30 years or older.

Of particular interest is the finding that Black female officers and enlisted
personnel are over twice as likely as White female officers and enlisted personnel to be
single parents (see Figure 19). As shown. 14% of Black female officers and 21% of
Black female enlisted personnel are single parents compared to 5% of White female
officers and 9% of White female enlisted personnel. Less than 3% of all Black and White
male officers and enlisted personnel are single parents.

100%
Black > White

80%

60%

40%

21%

20% 14%
5% 9%
3% 1% | 2% 1%
1% a i

Male Officers Female Officers Male Enlisted Female Enlisted

Figure 19. Percent of Single Parents

White officers are more likely than Black officers to report that they lost time
from military duties because they were unable to find child care (20% White vs. 9%
Black officers), and White officers and enlisted personnel are more likely than Black
officers and enlisted personnel to report that their spouse lost time from paid or voluntary
work for the same reason (25% White vs. 11% Black officers: 24% White vs. 16% Black
enlisted). Additionally, White officers and enlisted personnel are more likely than Black
officers and enlisted personnel to report that the most important reason why they do not
use Army- sponsored care is because their spouse cares for their child(ren) (47% White
vs. 34% Black officers, 44% White vs. 29% Black enlisted).

Absences from duty. Questions related to absences from duty showed few racial
differences. However, Black male enlisted personnel are more likely than White male
enlisted personnel to not have been absent from their regular assignment for at least two
consecutive weeks in the last 12 months (80% Black vs. 71% White male enlisted). Of
those who have been absent for at least two consecutive weeks. White female officers and
enlisted personnel are more likely to report their absence had a negative impact on their
immediate work group (34% White vs. 17% Black female officers: 35% White vs. 23%
Black female enlisted).

ie
is


current CONUS or OCONUS location with their spouse (92% White vs. 84% Black
officers; 82% White vs. 75% Black enlisted).

Income. Of those who are married, engaged, or significantly involved in a
relationship (i.e., having an important girlfriend/boyfriend), Black officers and enlisted
personnel are more likely than White officers and enlisted personnel to have a
spouse/boyfriend/girlfriend who works (see Figure 18); whereas, White officers and
enlisted personnel are more likely than are Black officers and enlisted personnel to have a
spouse/boyfriend/girlfriend who currently does not want to work (29% White vs. 14%
Black officers; 18% White vs. 5% Black enlisted).

Over two-thirds of Black officers and enlisted personnel are in dual income
families compared to over one-half of White officers and enlisted personnel (see Figure
18). In addition, Black officers and enlisted personnel are almost twice as likely as White
officers and enlisted personnel to be in dual military families; that is, they are more likely
to have a spouse/boyfriend/ girlfriend who is on active duty in the U.S. Armed Forces.
Higher percentages of White officers than Black officers are satisfied with their spouse’s
career/work opportunities (49% White vs. 41% Black officers).

100% Black Officers gg White Officers
[EBECK Enisted White Enisted
0%
69% 72%
0%
40%

26%

0%

Dual Military Dual Income

Figure 18. Percent of Dual Military and Dual Income Families

Children. Approximately four-fifths of Black officers and enlisted personnel have
dependent children compared to almost three-fourths of White officers and enlisted
personnel (79% Black vs. 72% White officers; 82% Black vs. 71% White enlisted).
Black officers are more likely than White officers to have one dependent child (26%
Black vs. 20% White officers). Black enlisted personnel are more likely than White
enlisted personnel to have three or more dependent children (21% Black vs. 16% White
enlisted), but White enlisted personnel are more likely to report that they or their spouse
is pregnant (37% White vs. 32% Black enlisted). These findings may relate to a
previously discussed finding that almost half of Black enlisted personnel are 30 years or

21



and White male and female enlisted personnel to intend to stay in the Army until retirement. In
comparison, White female officers and White male and female enlisted personnel reported that
they are more likely than Black female officers and Black male and female enlisted personnel to
intend to leave the Army after their present obligation is fulfilled.

Utilization of Findings:

The findings contained in this report concern the job satisfaction and subsequent career
intentions of Black and White officers and enlisted personnel. Thus these findings can be used to
identify areas in which the Army might alter policies or procedures in order to increase the
retention of the soldiers they wish to remain in the Army. However, because the pattern of results
is quite complex, it will be advisable to examine the individual findings carefully. For example,
the finding that Black officers and enlisted personnel demonstrate greater concern than their
White counterparts about racial issues (e.g., perceptions of the negative influence of race on
career assignments) implies investigating such perceptions and determining what action, if any,
is called for.



100% Black Officers gj White Officers.

Black Enlisted < White Enlisted

80%

60%

40%

24%

20%

0% 4 |

Current Duty Assignment Developmental Assignments

Figure 11. Percent Rating Current and Future Assignments

As shown in Figure 12, White officers are more likely than Black officers to be
satisfied with the level of recognition for their accomplishments and to rate their chances
for promotion in their Basic Branch as better than others. Black enlisted personnel are
more likely than White enlisted personnel to rate promotion selections at their current
rank as very fair.

100%
Black Officers White Officers

Black Enlisted — White Enlisted
80%

60%

® 45%
41% 41%

40%

20%

|
|
/ 25 ae 15%
|
|

0%

Satisfaction with Fairness of Chances for
Recognition Promotions Promotion

Figure 12. Percent Rating Recognition and Promotion
Equity

SSMP questions covered a number of issues related to equity, including teamwork
and unit cohesion, standards and performance, sexual harassment, and equal opportunity.

Teamwork and unit cohesion. A number of SSMP questions assessed how
soldiers feel about the impact of mixed gender workgroups on teamwork and unit
cohesion. In general, Black officers and enlisted personnel are more likely than White


Among officers, there were no significant racial differences, but over two-thirds are
satisfied with their current assignment and the kind of work they do in their Basic
Branch. Among enlisted personnel, Black male enlisted personnel are more likely than
White male enlisted personnel to be satisfied with their current assignment (48% Black
vs. 41% White male enlisted) and the kind of work they do in their primary Career
Management Field (60% Black vs. 51% White male enlisted). Black male enlisted
personnel also are more likely than White male enlisted personnel to rate their current
assignment as more satisfying than most past assignments (34% Black vs. 28% White
male enlisted).

Pride in Army career. Black officers and enlisted personnel are more likely than
White officers and enlisted personnel to agree that “the American public respects
soldiers” (54% Black vs. 49% White officers; 36% Black vs. 30% White enlisted). White
officers are more likely than Black officers to agree that they are “proud to be in the
Army” (68% White vs. 60% Black officers), but Black officers are more likely to accept
any job in order to stay with the Army (28% Black vs. 23% White officers). Also, 37%
of Black enlisted personnel, compared to 30% of White enlisted personnel, believe that if
they had to do it again, they would not join the Army.

Despite these conflicting findings related to pride in the Army, Black officers are
more likely than White officers to agree that they would recommend to male recruits
(65% Black vs. 55% White officers) and female recruits (44% Black vs. 37% White
officers) that they join the Army. Almost half of Black and White enlisted personnel
would recommend to male recruits (47% Black vs. 46% White enlisted) and
approximately one-third would recommend to female recruits (34% Black vs. 30% White
enlisted) that they join the Army. Also, White officers and enlisted personnel are more
likely than Black officers and enlisted personnel to recommend to female recruits that
they not join a military service (29% White vs. 22% Black officers; 29% White vs. 22%
Black enlisted).

Army career intentions. Overall, the career intention of two-thirds (67%) of
officers and two-fifths (41%) of enlisted personnel are to stay in the Army until
retirement; less than one-fifth (15%) of officers and about a third (36%) of enlisted
personnel intend to leave after their present obligation is fulfilled.

Black female officers and Black male and female enlisted personnel are more

likely than White female officers and White male and female enlisted personnel to intend
to stay in the Army until retirement (see Figure 24).

29



100%

80%

60%

40%

20%

0%

wBlack White

70% 69%

61%

sim = A
37% 35%

Male Officers Female Officers Male Enlisted Female Enlisted

Figure 24. Percent Who Intend to Stay Until Retirement

This conclusion is also evidenced by the fact that White female officers and White male
and female enlisted personnel are more likely to intend to leave the Army before

retirement (see Figure 25).

100%

0%

60%

40%

0%

Black — White

69%

57% 56%
51%

3% B% 39%

: I |

Male Officers Female Officers Male Enlisted Female Enlisted

Figure 25. Percent Who Intend to Leave Before Retirement



work groups are more likely than those of White officers to have a larger number of
civilians than soldiers (16% Black vs. 10% White officers). females than males (12%
Black vs. 7% White officers), and minorities than Whites (16% Black vs. 9% White
officers); and Black enlisted soldiers’ immediate work groups are more likely to have a
larger number of minorities than Whites (25% Black vs. 15% White enlisted).

Regarding assignments. Black officers and enlisted personnel are more likely to
rate the soldiers (55% Black vs. 46% White officers. 54% Black vs. 47% White enlisted)
and civilians (47% Black vs. 40% White officers. 52% Black vs. 41% White enlisted) in
their immediate work group about the same as most they have worked with. However.
Black officers are more likely to report that their immediate work group works together
as a team but they do not feel like they belong to the team (9% Black officers vs. 4%
White officers); no such differences in feelings of belonging were found for enlisted
personnel.

Morale. There are no significant differences in the percentages of Black and
White officers reporting high personal and unit morale (see Figure 17); but. Black
enlisted personne] are more likely than White enlisted personnel to report a high level of
both personal and unit morale. Also, White officers and enlisted personnel are more
likely than Black officers and enlisted personnel to report low unit morale (20% White
vs. 15% Black officers; 40% White vs. 32% Black enlisted), and White enlisted personnel
are more likely than Black enlisted personnel to report low personal morale (31% White
vs. 23% Black enlisted).

100% Black Officers gy White Officers

Black Enlisted 5 White Entisted

60%

36% 36%

40%

20%

0%

High Personal Morale High Unit Morale

Figure 17. Percent Reporting High Unit and Personal Morale

Preparedness. If given the opportunity, White male and female officers and
enlisted personnel are more likely than Black male and female officers and enlisted
personnel to volunteer for a direct combat assignment (54% White vs. 43% Black male
officers; 31% White vs. 19% Black female officers; 48% White vs. 33% Black male
enlisted; 26% White vs. 14% Black female enlisted). If given the opportunity, White


Study Report 2000-06

Racial Differences in Job Satisfaction

Joanne C. Marshall-Mies, Jennifer A. Martin,
and Tanya B. Seligson
Swan Research, Inc.

Army Personnel Survey Office
Morris P. Peterson, Chief

U.S. Army Research Institute for the Behavioral and Social Sciences
5001 Eisenhower Avenue, Alexandria, Virginia 22333-5600

September 2000

433709 O&MA

Approved for public release; distribution is unlimited.

iii



Black enlisted personnel are more likely than White enlisted personnel to be
satisfied with the amount of enjoyment received from their job (63% Black vs. 58%
White enlisted), the level of job fulfillment (67% Black vs. 58% White enlisted), and the
opportunity to use their skills and training on the job (69% Black vs. 60% White
enlisted).

Summing up their feelings about the way things “work” in the Army, Black
officers (57%) and enlisted personnel (42%) are more likely than White officers (42%)
and enlisted personnel (28%) to feel they have accomplished something really
worthwhile at the end of the day all or most of the time (see Figure 3).

100% Black Officers White Officers

Black Enisted 6 White Enlisted

9
52% 49%

42% 42%

0%
All/Most Time ‘Some/None Time

Figure 3. Percent Who Reported Feelings of Job Accomplishment

Pay and Benefits

In general, Black officers and enlisted personnel are equally or more satisfied than
White officers and enlisted personnel with basic benefits in the Army. One exception is
that White officers are 6% more likely than Black officers to be satisfied with their basic
pay (63% White vs. 57% Black officers) and 5% more likely to be satisfied with
VHA/COLA (49% White vs. 44% Black officers), while the differences in satisfaction in
these areas between Black and White enlisted personnel are not significant.

Commissary and Post Exchange. Black officers and enlisted personnel are more
likely than White officers and enlisted personnel to be satisfied with the Post Exchange
(78% Black vs. 72% White officers; 74% Black vs. 69% White enlisted). Also, Black
officers are more likely than White officers to be satisfied with Commissary (86% Black
vs. 81% White officers).



Benefits following separation. Black officers and enlisted personnel are more
likely to agree that the “Army will protect their benefits and retirement” (34% Black vs.
28% White officers; 35% Black vs. 29% White enlisted). However, Black officers and
enlisted personnel are more likely than White officers and enlisted personnel to be
concerned with employment assistance (42% Black vs. 25% White officers; 61% Black
vs. 45% White enlisted) and educational benefits (44% Black vs. 28% White officers;
66% Black vs. 55% White enlisted) following separation from the Army. Additionally,
Black enlisted personnel are more likely than White enlisted personnel to be concerned
with limited exchange, commissary, and medical benefits following separation (60%
Black vs. 50% White enlisted).

Job Security

As a whole, White and Black officers are equally satisfied with their job security;
but, White enlisted personnel are more likely than Black enlisted personnel to be satisfied
with job security (see Figure 6).

100% Black Officers White Officers

mBlack Enlisted White Enlisted

80%
67%

59%

60%

40%

20%

Satisfied

Figure 6. Percent Satisfied with Overall Job Security

Black officers.and enlisted personnel are more concerned than White officers and
enlisted personnel with issues related to job security. As shown in Figure 7, Black
officers and enlisted personnel are more likely than White officers and enlisted personnel
to be concerned about not being allowed to stay in the Army beyond their current
enlistment/obligation, being targeted to leave the Army involuntarily, and being offered
an “early out.”



REPORT DOCUMENTATION PAGE

1. REPORT DATE (dd-mm-yy) 2. REPORT TYPE 3, DATES COVERED (from. . . to)
September 2000 Final 1995-98
4, TITLE AND SUBTITLE Sa. CONTRACT OR GRANT NUMBER
Racial Differences in Job Satisfaction DASW01-97-M-1970
5b. PROGRAM ELEMENT NUMBER
433709
6. AUTHOR(S) 5c. PROJECT NUMBER
N/A
Joanne C. Marshall-Mies, Jennifer A. Martin, and Tanya B. Seligson 5d. TASK NUMBER
NIA
(Swan Research, Inc.) Se. WORK UNIT NUMBER
7001
7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING ORGANIZATION REPORT NUMBER
Swan Research, Inc.
665 Bay Green Drive
Amold, MD 21012-2073
9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESSES) 10. MONITOR ACRONYM
U.S. Amny Research Institute for the Behavioral and Social Sciences
5001 Eisenhower Avenue ARI
Alexandria, VA 22333-5600 11. MONITOR REPORT NUMBER
Study Report 2000-06

12. DISTRIBUTION/AVAILABILITY STATEMENT
Approved for public release; distribution is unlimited.

13. SUPPLEMENTARY NOTES
COR: Morris Peterson

14. ABSTRACT (Maximum 200 words):

This research summarizes results from a special analysis of data from the 1995 administration of the Sample Survey of
Military Personnel (SSMP). The analysis identified differences between Black and White Army officers and enlisted personnel
on factors related to job satisfaction and intention to commit to a career in the Army. Findings show that Black officers and
enlisted personnel are more likely than their White counterparts to be satisfied with certain job characteristics, basic benefits,
housing, duty assignments, and overall quality of Army life. Black soldiers also subscribe to more egalitarian attitudes
concerning male/female work teams and performance but are more negative about racial discrimination and equal opportunity
issues. White officers and enlisted personnel are more likely than Black to report joining the Army from a desire to serve their
country, experiencing higher levels of stress and lower levels of personal and unit morale, and believing that males work harder
and perform better than females. The analysis also identified racial and gender differences among different groups in the area of
career intentions: Black female officers and Black male and female enlisted personnel are more likely than the corresponding
White groups to intend to stay in the Army until retirement. In comparison, White female officers and White male and female
enlisted personnel are more likely to intend to leave the Army after their present obligation.

15. SUBJECT TERMS

Racial differences, Gender differences, Army officers, Army enlisted personnel, Job satisfaction, Career intentions
19. LIMITATION OF | 20. NUMBER 21. RESPONSIBLE PERSON

.

ABSTRACT OF PAGES (Name and Telephone Number)
16. REPORT 17. ABSTRACT 18. THIS PAGE Morris Peterson 703-617-7803
Unclassified Unclassified Unclassified Unlimited 40



mBlack Officers gq White Officers
80% 75% wBlack Enlisted cy White Entisted

60%
50%
40%
30%

20%

Satisfied

Figure 22. Percent Satisfied with Quality of Army Life

Career Satisfaction and Intentions

All of the factors described above have the potential to impact a soldier’s career
satisfaction and intentions. Here, items assessing this impact are summarized.

Satisfaction with Army career. Overall, approximately four-fifths of all officers
and over half of all enlisted personnel are satisfied with their Army careers (see Figure
23). As shown, significantly higher percentages of Black than White officers and enlisted
personnel are satisfied with their Army career.

100% mBlack Officers gp: White Officers.

84% Black Enisted White Enlisted

60% 54%

40%

20%

0%

Satisfied

Figure 23. Percent Satisfied with Army Career

Consistent with their overall higher career satisfaction, Black officers are more
likely than White officers and enlisted personnel to agree they were taught valuable skills
in the Army (85% Black vs. 76% White officers: 68% Black vs. 52% White enlisted).


¢ Black officers and enlisted personnel are more likely than White officers and
enlisted personnel to have been subjected to racial discrimination;

¢ White officers are more likely than Black officers to haye been subjected to
religious discrimination (13% White vs. 3% Black officers);

e White female officers are more likely than Black female officers to report having
been subjected to gender discrimination: and

© White officers and enlisted personnel are more likely than Black officers and
enlisted personnel to have been subjected to other types of discrimination (e.g..
age and weight).

100% Black Oficers gq White Officers
Back Enisted 5 White Enisted

B%

40%

am%

%

Recid Discrirrinetion Other Discrirrination — Ferries - Gender
Discrimination

Figure 15. Of Those Subjected to Discrimination, Percent Who
Experienced Different Types of Discrimination

Overall, less than a third (20% officers. 28% enlisted) of all incidents of
discrimination are reported to the chain of command or other military authority, with
Black officers being more likely than White officers to report such incidents (30% Black
vs. 18% White officers). These low reporting rates may be related to soldiers’
perceptions of military justice as it relates to discrimination complaints. Overall, 11% of
all officers and 29% of all enlisted personnel reported that the chain of command seldom
takes action on complaints of discrimination in their unit. Of those who were aware of
discrimination complaints, a fourth of Black officers (26%) and a third of Black enlisted
personnel (36%) state that the chain of command seldom takes action; this is compared to
9% for White officers and 24% for White enlisted personnel. In a related question. 56%
of White officers (vs. 41% of Black officers) and 44% of White enlisted personnel


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

A Directorate of the U.S. Total Army Personnel Command

EDGAR M. JOHNSON
Director

Research accomplished under contract
for the Department of the Army

Swan Research, Inc.
Technical Review by

Morris P. Peterson, U.S. Army Research Institute
Laurel W. Oliver, Consultant

NOTICES

DISTRIBUTION: Primary distribution of this Study Report has been made by ARI.
Please address correspondence concerning distribution of reports to: U.S. Army
Research Institute for the Behavioral and Social Sciences, Attn: TAPC-ARI-PO, 5001
Eisenhower Ave., Alexandria, VA 22333-5600.

FINAL DISPOSITION: This Study Report may be destroyed when it is no longer
needed. Please do not return it to the U.S. Army Research for the Behavioral and Social
Sciences.

NOTE: The findings in this Study Report are not to be construed as an official
Department of the Army position, unless so designated by other authorized documents.


Quality of Life and Stress

A large number of SSMP questions assessed factors which affect the overall
quality of life for soldiers and their families. These factors include living conditions:
housing; Morale. Welfare. and Recreation (MWR) programs: and stress.

Living conditions. White officers are more likely than Black officers to live in
on-post family housing (29% White vs. 23% Black officers), and White enlisted
personnel are more likely than Black enlisted personnel to live in the Barracks/
BEQ/BOQ (38% White vs. 33% Black enlisted).

Higher percentages of Black than White officers are satisfied with the quality of
government housing (47% Black vs. 39% White officers), and higher percentages of
Black than White enlisted personnel are satisfied with stateside living conditions (54%
Black enlisted vs. 49% White enlisted) and prefer on-post military housing (23% Black
enlisted vs. 18% White enlisted).

White officers and enlisted personnel are more likely than Black officers and
enlisted personnel to rate the condition of their housing as fair or poor (28% White vs.
19% Black officers; 51% White vs. 44% Black enlisted). Specifically, White enlisted
personnel are more likely than Black enlisted personnel to rate as fair or poor the
following characteristics of their current housing:

* Size of quarters (60% White vs. 54% Black enlisted):

* Privacy (66% White vs. 57% Black enlisted);

* Fumishings/décor (58% White s. 50% Black enlisted);

* Household appliances (55% White vs. 46% Black enlisted);
* Bath facilities (54% White vs. 50% Black enlisted); and

. Parking (52% White vs. 47% Black enlisted).

Housing features rated as more important by higher percentages of Black than
White officers and enlisted personnel include the following:

* Location (79% Black vs. 72% White officers; 76% Black vs. 61% White enlisted):
* Condition (89% Black vs. 83% White officers: 87% Black vs. 81% White enlisted);
* Security (79% Black vs. 70% White officers: 81% Black vs. 69% White enlisted),

* Access to educational facilities (56% Black vs. 40% White officers; 65% Black vs.
45% White enlisted); and

* Access to recreational facilities (41% Black vs. 30% White officers: 53% Black vs.
38% White enlisted).


female enlisted personnel are more likely than Black female enlisted personnel to
volunteer for operations other than war assignments, (71% White vs. 63% Black female
enlisted).

In assessing their unit’s preparedness to perform its wartime duties/mission,
identical percentages of Black and White officers (58%) and enlisted personnel (45%)
rated their unit as well-prepared. A larger percentage of White (22%) than Black (18%)
enlisted personnel rated their unit as not well-prepared. In a related question, higher
percentages of Black female enlisted personnel than White female enlisted personnel in
deployable units reported that, if notified their unit would deploy in two weeks, it would
be difficult to deploy with their unit because they are single parents (31% Black vs. 15%
White female enlisted).

Supervision and Leadership

Over four-fifths of the officers and approximately half of the enlisted personnel
have an immediate supervisor who is White; and over four-fifths of officers and enlisted
personnel have an immediate supervisor who is male. Black officers are slightly more
likely than White officers to have an immediate supervisor who is Black (12% Black vs.
8% White officers) or female (15% Black vs. 9% White officers). White officers are
slightly more likely than Black officers to have an immediate supervisor who is White
(89% White vs. 84% Black officers) or male (91% White vs. 85% Black officers). Black
enlisted personnel are more likely than White enlisted personnel to have an immediate
supervisor who is Black (42% Black vs. 30% White enlisted). White enlisted personnel
are more likely than Black enlisted personnel to have an immediate supervisor who is a
NCO (81% White vs. 76% Black enlisted) or White (59% White vs. 46% Black enlisted).

Immediate Supervision. There are several significant differences between Black
and White officers and enlisted personnel in their assessment of the performance of their
immediate supervisors and Army leadership.

White officers are more likely than Black officers to:

* Grade their supervisor’s overall performance as very good (65% White vs. 58%
Black officers);

* Grade their supervisor’s handling people skills as very good (60% White vs. 54%
Black officers);

* Agree that their supervisor sets the right example by his/her actions (80% White vs.
74% Black officers);

* Have great amount of respect for their immediate supervisor (69% White vs. 63%
Black officers); and

Be satisfied with respect received from their superiors (82% White vs. 76% Black
officers).



MAL.COL wor-cws MAJ-COL+ wor-cws
27% 20% 35% 143%
_
2uT-cPT 2ur-cPT
33% 51%
Black Officers White Officers
SFC-SGMICSM . SFC-SGMICSM Pv2.cPUseC
(Se NCO} arrenerid NCO) rent)
aa FEN) 12% 35%
SGT.-SSG scr-ss¢
(J. NCO} ur, NCO}
5% . Oo nite Ean
Black Enlisted White Enlisted

Figure 2. Officers and Enlisted Personnel by Race and Gender

In addition to their rank and gender, Black and White soldiers have other
demographic differences. For example, Black officers and enlisted personnel are more
likely than White officers and enlisted personnel to have more than 6 years of service
(83% Black vs. 74% White officers; 62% Black vs. 44% White enlisted) and to be 30
years of age or older (74% Black vs. 69% White officers; 48% Black vs. 31% White
enlisted). Differences in education are also evident. Black officers and enlisted
personnel are more likely than White officers and enlisted personnel to have some college
with no degree or an Associates Degree (17% Black vs. 9% White officers; 57% Black
vs. 50% White enlisted), while White officers are more likely than Black officers to have
one or more college degrees (90% White vs. 82% Black officers).

Marital status. Higher percentages of White officers than Black officers are
married (78% White vs. 69% Black officers) and lower percentages of White officers
than Black officers are divorced or widowed (5% White vs. 12% Black officers). Higher
percentages of Black enlisted personnel compared to White enlisted personnel are
married (66% Black vs. 61% White enlisted).

Compared to Black officers and enlisted personnel, higher percentages of White
officers and enlisted personnel live with their spouse (92% White vs. 84% Black officers:
82% White vs. 75% Black enlisted). Also, Black officers and enlisted personnel are more
likely to have dependent children than White officers and enlisted personnel (79% Black
vs. 72% White officers; 82% Black vs. 71% White enlisted).



Healthcare. Regarding healthcare. Black officers and enlisted personnel are more
likely to be satisfied than White officers and enlisted personnel. Figure 4 shows that
Black officers are more likely than White officers to be satisfied with their military
medical and dental care and that Black enlisted personnel are more likely than White
enlisted personnel to be satisfied with their military dental care.

100% Black Officers Gg White Officers
wBlzck Enlisted 3 White Enisted

80% 75%
70%

67%

61%

40%

20%

|
|

0% -
Military Medical Care Military Dental Care

Figure 4. Percent Satisfied with Military Medical and Dental Care

Similarly, Figure 5 shows that Black officers and enlisted personnel are more
likely than White officers and enlisted personnel to be satisfied with the quality and
availability of their family medical care. Concerning family dental care, Black officers
are more likely than White officers to be satisfied with its availability (42% Black vs.
29% White officers); and Black enlisted personnel are more likely than White enlisted
personnel to be satisfied with both its quality (47% Black vs. 40% White enlisted) and
availability (45% Black vs. 35% White enlisted).

100% Black Offcers White Otficers

lack Enlisted White Enisted

80%

60%

50% 47% 49%

47%

10% 39%

20%

0%

Quaiity Availability

Figure 5. Percent Satisfied with Family Medical Care