Assessing The Impact of Recognition on the Retention of Royal Australian Air Force Personnel

Abstract

With the introduction of technologically complex aircraft such as the F-35 in the Royal Australian Air Force (RAAF), it is increasingly important to retain RAAF members in the aviation technical workforce to capitalize on their experience, skills, and knowledge. Using quantitative regression analysis, this thesis examines whether awards predict the probability of separation and promotion of members in the RAAF aviation technical workforce. Using individual-level personnel data from 2016 to 2020, I estimate Linear Probability retention and promotion models. The results indicate that members with B or C promotion codes who receive awards perceived as less prestigious are 36% less likely to separate in the following year. By contrast, receiving an award shows no difference in the likelihood of separation for high-performing members (i.e., those with A promotion codes). Further, receiving any type of award increases a senior member’s probability of promotion by 45.8%, and each additional award increases the promotion probability by 22.9%. Awards of any type had no discernable effect on the promotion likelihood of junior members of the aviation technical workforce. These findings indicate awards might work as a retention tool for members who are performing well (those with B or C promotion codes) but are not considered competitive for promotion, providing insights into the management of rewards for the RAAF aviation technical workforce to incentivize retention and performance.