Please use this identifier to cite or link to this item:
https://dair.nps.edu/handle/123456789/4721
Full metadata record
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Michael Becker | - |
dc.date.accessioned | 2022-10-31T17:46:37Z | - |
dc.date.available | 2022-10-31T17:46:37Z | - |
dc.date.issued | 2022-03-01 | - |
dc.identifier.citation | APA | en_US |
dc.identifier.uri | https://dair.nps.edu/handle/123456789/4721 | - |
dc.description | Student thesis | en_US |
dc.description.abstract | This research examines whether the quality of officers commissioned under the Reserve Officer Commissioning Program (ROCP) differs from those officers who entered the reserve component with a prior period of active service. As the ROCP matures, more officers serve in the Selected Marine Corps Reserve (SMCR) without serving their initial service obligation in the active component. Officers commissioned via the ROCP will not have the same saturation of active service. I seek to determine whether the concept that active component service improves an officer’s performance is true. Using measures of performance and retention, I analyze whether there is a difference between ROCP officers when compared to reserve officers with prior active service. The results show that while certain variables contribute to a statistically significant difference in relative values between the two groups of officers, the value of these differences is too small to be economically meaningful. Ultimately, I find that the performance of ROCP officers and officers with prior active service is similar. | en_US |
dc.description.sponsorship | Acquisition Research Program | en_US |
dc.language.iso | en_US | en_US |
dc.publisher | Acquisition Research Program | en_US |
dc.relation.ispartofseries | Human Resources;NPS-HR-22-207 | - |
dc.subject | personnel | en_US |
dc.subject | reserve | en_US |
dc.subject | manpower management | en_US |
dc.subject | human resource management | en_US |
dc.subject | talent management | en_US |
dc.subject | retention | en_US |
dc.subject | separation | en_US |
dc.subject | military | en_US |
dc.subject | Marine Corps | en_US |
dc.subject | Department of Defense | en_US |
dc.subject | reserve component | en_US |
dc.subject | Selected Reserve | en_US |
dc.subject | SelRes | en_US |
dc.subject | Selected Marine Corps Reserve | en_US |
dc.subject | SMCR | en_US |
dc.subject | Individual Mobilization Augmentee | en_US |
dc.subject | IMA | en_US |
dc.subject | performance | en_US |
dc.subject | fitness reports | en_US |
dc.subject | Reserve Officer Commissioning Program | en_US |
dc.subject | ROCP | en_US |
dc.subject | direct commissions | en_US |
dc.title | Full-time Vs. Part-time: An Evaluation of the Competitiveness of Reserve Officers by Commissioning Source | en_US |
dc.type | Thesis | en_US |
Appears in Collections: | NPS Graduate Student Theses & Reports |
Files in This Item:
File | Description | Size | Format | |
---|---|---|---|---|
NPS-HR-22-207.pdf | Student Thesis | 1.73 MB | Adobe PDF | View/Open |
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.