WorldCat Identities

Mehay, Stephen L.

Overview
Works: 77 works in 131 publications in 2 languages and 1,242 library holdings
Genres: Conference papers and proceedings  Academic theses 
Roles: Author, Editor
Classifications: HV8145.C2, 352.20979493
Publication Timeline
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Most widely held works by Stephen L Mehay
Program budgeting for urban police services, with special reference to Los Angeles by Donald C Shoup( Book )

10 editions published between 1971 and 1972 in English and German and held by 272 WorldCat member libraries worldwide

Marching toward the 21st century : military manpower and recruiting by Army Futures Conference( Book )

6 editions published in 1994 in English and held by 172 WorldCat member libraries worldwide

Urban economic issues : readings and analysis( Book )

4 editions published in 1984 in English and held by 137 WorldCat member libraries worldwide

Evaluating the performance of a governmental structure : the case of contract law enforcement by Stephen L Mehay( Book )

4 editions published between 1974 and 1976 in English and held by 87 WorldCat member libraries worldwide

"Submitted to the National Science Foundation by the Institute of Government and Public Affairs, University of California, Los Angeles."--T.p
Program budgeting for urban police services by Donald C Shoup( Book )

6 editions published between 1971 and 1972 in English and held by 50 WorldCat member libraries worldwide

Validation of the Navy Recruiter Selection Test Battery (RSTB) by Alana Mary Russell( Book )

2 editions published in 1989 in English and held by 28 WorldCat member libraries worldwide

The purpose of this thesis is to validate the Navy Recruiter Selection Test Battery (RSTB) as a predictor of recruiter success. A sample of recruiters who took the test battery in 1982 was studied with respect to productivity on recruiting duty in subsequent years. The measure used to determine success on recruiting duty was average yearly production rates. Various statistical techniques, including cross tabulations, correlation analysis, and multivariate regression analysis, were used to determine the relationship between RSTB scores and recruiter success. The outcome of this research suggests that, overall, the RSTB is not able to predict recruiter success with a high degree of accuracy. Biodemographic characteristics of the recruiters were also examined to determine if they could be used, in conjunction with the RSTB, to predict success. The analysis suggests that the occupational specialty of Navy Counselor could be useful in screening for potentially successful recruiters. Keywords: Recruiter selection, Recruiter testing, Recruiter success, Recruiting, Theses
An analysis of migration in the U.S. Army Reserve by Stephen L Mehay( )

4 editions published in 1991 in English and held by 17 WorldCat member libraries worldwide

The goal of this research was to examine the geographic migration pattern of Army Reservists and to compare migration of reservists with that of civilians. Army personnel data were used to track changes in status of individual Army reservists between 1981 and 1987. Statistical techniques were used to analyze the determinants of individual migration and transfer behavior. In addition place-to-place migration patterns were analyzed. Finally, the report discusses the importance of migration and transfer for the analysis of USAR markets and recruiting
Estimating local area manpower supply for the reserves by Jules I Borack( )

3 editions published in 1985 in English and held by 17 WorldCat member libraries worldwide

Because military reserve centers are constrained to a fixed location, a portion of reserve manpower supply depends on conditions in the local, rather than the national, labor market. A second aspect of manpower supply that is unique to the reserves is that serving in the reserves is in many respects similar to a part-time job. These two characteristics of reserve manpower supply create numerous recruiting problems not faced by the regular branches of the service. The purpose of this report is to outline a methodology for estimating manpower supply to the reserves. The techniques rely upon economic theories of part-time and second job holding to identify factors affecting the potential labor supply at the local labor market level. The paper identifies alternative empirical models appropriate to specify reserve supply functions, and available data sources. While the emphasis in the paper is on the U.S. Army Reserve, certain aspects of the proposed methodology also would be relevant to other reserve branches
The shape of things to come : trends and projections affecting military recruiting and manpower in the 21st century by Mark J Eitelberg( )

5 editions published in 1992 in English and held by 17 WorldCat member libraries worldwide

As the subtitle states, this is a compilation of trends and projections that are expected to affect Army recruiting and manpower policy in the 21st Century. Over one-hundred trends are identified in eleven major areas. The possible implications of these trends are then addressed along with related issues or questions for manpower policymakers. The material presented here was drawn from many sources. Although these sources are not listed, they cover a range of disciplines and reflect some of the best thinking on 'where we are' and where we may be heading in the years ahead. An attempt was made to limit the trends and projections to those that are somehow connected to staffing the military--particularly the Army--of the future. These connections may not always be clear, and they are certainly subject to disagreement. The power to control one's future is greatly strengthened by understanding the various influences of the past and present. This is an important part of the planning process, and is the primary objective of the work presented here. The Shape of Things to Come was created as a resource for military manpower planners and policymakers, as a collection of useful information for asking questions, raising discussion, and ultimately helping to design the Army of the 21st Century
Trends in regional patterns of migration, immigration, and economic activity : implications for Army recruiting by Michael J Greenwood( )

4 editions published in 1991 in English and held by 16 WorldCat member libraries worldwide

This report tracks historical trends in regional migration and economic conditions and the link with Army recruiting patterns. Future projections of regional population, migration, and economic activity are also presented. A third area of analysis is the impact of foreign immigration on regional markets is analyzed. Finally, the likely impact of projected changes in regional recruiting markets on Army recruiting prospects are assessed
The post-military earnings of female veterans by Stephen L Mehay( )

4 editions published in 1993 in English and held by 16 WorldCat member libraries worldwide

The civilian labor market performance of women veterans is examined, using both traditional data sets and a special survey of reservists that facilitates control for selection by the military and enlistees. Evidence from all data sets indicates that female veterans possess a higher level of measured earnings endowments than do nonveterans. Moreover, evidence from the reservist survey supports the hypothesis that unobserved ability and preferences toward the military are positively correlated with measured endowments. Absent control for unmeasured quality and preferences, the observed wage advantage of female veterans is accounted for entirely by differences in measured characteristics. Following their control, a wage disadvantage is found for female veterans, relative to their nonveteran counterparts. An exception is among nonwhite female veterans, who realize wage rates similar to nonveterans. The low returns to military service for women may result from the narrow opportunities for skill enhancement given women within the military, and an inability to transfer these skills to the civilian sector owing to the specificity of the training or occupational barriers facing civilian women
Post-Service Earnings of Veterans: Evidence from the Reserves by Stephen L Mehay( )

3 editions published in 1991 in English and held by 15 WorldCat member libraries worldwide

This research analyzes the post-military earnings experiences of veterans from the all-volunteer force era. The 1986 DOD Reserve Components Survey is used to control for sources of bias associated with sample selectivity. Log-earnings equations are estimated to examine the effect of veteran status, branch of service, and skill transfer from the military to the civilian sector. In addition, wage differences by race and veteran status are estimated. Finally, wage profiles are estimated for veterans based on the number of years they have spent in the civilian labor force
A multivariate analysis of reenlistment intentions of Naval Reservists by Paula Mary Pat Ricketts( )

2 editions published in 1989 in English and held by 15 WorldCat member libraries worldwide

The purpose of this thesis is to identify factors that influence a selected naval reservist's intention to reenlist in the reserves. The sample consists of 4060 naval reserve male enlisted members drawn from the 1986 Reserve Components Survey. The thesis constructs a multivariate reenlistment model consisting of traditional predictor variables. Additional predictor variables were then added to determine if an improved model could be developed. Bonus payments, unit morale, acquaintances and friendships, mobilization income, and opportunity to serve one's country were the non-traditional variables found to positively influence an individual's decision to remain in the reserves. These variables added sign significantly to the predictive accuracy of the reenlistment model and should aid Navy managers in developing incentives for increasing retention. Keywords: Reenlistment; Retention; Naval Reserve; Multivariate Analysis; Personnel management
Reenlistment behavior of first and second term Marine Corps enlisted personnel by Thomas A Finn( )

2 editions published in 1988 in English and held by 15 WorldCat member libraries worldwide

This thesis investigates the reenlistment behavior of first-term and second-term enlisted Marines. The data set consists of Marines who have less than two years remaining on their enlistment contract and is divided into subsets to measure behavior differences between first and second term Marines and also between combat arms and non-combat arms occupational fields. Actual reenlistment behavior combined with survey data from the 1985 Survey of Officer and Enlisted Personnel are used to measure the importance of individual attitudes towards various aspects of military life on the reenlistment behavior. The analysis is completed by using a logit, maximum-likelihood estimation technique which calculates the probability that a marine will reenlist given his set of specific characteristics. This thesis also measures the validity of using an individual's stated intention to reenlist as a surrogate for actual reenlistment behavior. The results confirm previous research in this area and identify potential changes in the reenlistment behavior of women. Theses. (SDW)
College resources and the performance of Black Naval officers by Joseph Emanuel Hines( )

1 edition published in 1991 in English and held by 14 WorldCat member libraries worldwide

The purpose of this thesis was to examine the effect of college resources and attendance at a historically Black College or University (HBCU) on the performance of Black Naval officers. The effects of college resources, college resources, college attendance, and other factors on officer performance measures were evaluated using multivariate logistic regression analysis techniques. The results of the analysis show the college resources have significant and positive effect on the probability of promotion for Black officers commissioned through Navy Reserve Officer Training Corps of Officer Candidate School. Attending an HBCU had a negative effect on receiving the RAP mark on LT fitness reports and a positive effect on retention
An analysis of Navy direct appointment physician recruitment by Kelly A Vandever( )

2 editions published in 1993 in English and held by 14 WorldCat member libraries worldwide

The Navy recruits a portion of its physician manpower directly from the civilian work force and from medical residency programs. the Navy has had difficulty recruiting these doctors, called direct appointment physicians, for the past 13 years. This study analyzes some of the pecuniary and nonpecuniary aspects of physician recruitment in an effort to improve the recruitment process. A regression model was estimated to establish a baseline projecting model for physician supply. The results support the hypothesis that, if the pay gap between military and civilian physicians narrows or if the number of recruiters increases, the number of direct appointment physicians accessed will increase, all else constant. However, the changes necessary to increase the number of physicians, recruited are substantial. A survey was conducted to ascertain what nonpecuniary factors were important to direct appointment physicians. Only one factor, patriotism, was indicated by a majority of survey respondents as a reason for joining the Navy, and that was mentioned by only 51. 9 percent of the respondents. The thesis recommends that additional data be collected to estimate a more robust regression model and that the survey of all Navy direct appointment physicians be redesigned
The performance of Naval Reserve Officers Training Corps graduates at the Surface Warfare Officers School Division Officer Course by Dale Scott Chapman( )

1 edition published in 1992 in English and held by 14 WorldCat member libraries worldwide

Department of Defense budget cuts and force reductions have created the need to maximize the efficiency of the Naval Reserve Officers Training Corps (NROTC) Program. This thesis addresses one dimension of NROTC productivity by analyzing the performance of program graduates at one of the Navy's post- accession schools. Specifically, this study evaluates the performance of NROTC graduates at the Surface Warfare Officers School Division Officer Course (SWOSDOC) located in Coronado, California. Based on results of this study, the performance of NROTC graduates at SWOSDOC is higher than it has ever been. The performance of SWOSDOC classes as a whole is also higher than in the past as indicated by higher overall GPAs and very low attrition and setback rates
Civilian earnings of non-retiree officers by Tsu-Sung Hsieh( )

1 edition published in 1991 in English and held by 14 WorldCat member libraries worldwide

This thesis looks at the post-service civilian earnings of non- retiree military officers. For this purpose, a data base was created using the 1986 DoD Reserve Components Survey. Log-earnings equations were estimated to measure the effect of (1) veteran status, (2) skill transferability, and (3) commissioning source. Empirical analyses were conducted using samples of officers categorized by race and gender. Age-earnings graphs were used to help explain differences in income between various groups of non-retiree officers and their civilian counterparts. The results indicate that non-retiree officers have, on average, higher incomes than their civilian counterparts. Although Navy officers earn highest premium, Army officers earn less than their civilian counterparts. Male non-retiree officers have higher incomes than females non- retiree officers. White non-retiree officers exhibit increasing income growth rates while nonwhite officers reveal no consistent growth pattern. Skill transferability yields a 10-percent earnings premium. Finally, military academy graduates were found to earn 17.3 percent more income than their civilian counterparts
OP-12/PERS-5 in the manpower process by Gregory P French( )

1 edition published in 1991 in English and held by 14 WorldCat member libraries worldwide

The purpose of this thesis is to analyze the operations of the Chief of Naval Personnel's Total Force Programming and Manpower Division, OP-12/PERS- 5, and to document OP-12/PERS-5's functions in determining Navy manpower requirements and programming authorizations. The thesis also addresses the role of OP-12/PERS-5 plays in the Congressional requirement to reduce manpower end strength. This thesis specifically discusses; (a) the methods of determining manpower requirements and programming manpower authorizations; (b) the Department of the Navy Agencies that assist in manpower requirements determinations; (c) the OP-12/PERS-5 organization; (d) the support data based systems; (e) the computer model that assists in manpower programming; and (f) OP-12/PERS-5's relationships with other OP-01 divisions
Occupational trends in the civilian and Navy labor markets by Mike A Haumer( )

1 edition published in 1991 in English and held by 14 WorldCat member libraries worldwide

This thesis compares occupational trends in the civilian and Navy Labor Markets. This is accomplished by matching civilian occupations to Navy ratings with similar job characteristics. The matched occupations are categorized according to technical level and skill level. These categories are used to compare trends in occupational participation and earnings. The results of the analysis support the conclusion that competition for highly technical and skilled workers between the Navy and civilian work force is increasing. It is recommended that the Navy continue to emphasize highly technical and skilled occupations when allocating reenlistment bonuses. It is also recommended that further research be conducted on the inclusion of occupational variables in regression models that predict reenlistment rates
 
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Marching toward the 21st century : military manpower and recruiting
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