WorldCat Identities

Wilcove, Gerry L.

Overview
Works: 40 works in 53 publications in 1 language and 84 library holdings
Roles: Author
Publication Timeline
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Most widely held works by Gerry L Wilcove
Results of the Navy Quality of Life Survey by Gerry L Wilcove( Book )

2 editions published in 2005 in English and held by 10 WorldCat member libraries worldwide

The 2002 Navy Quality of Life (QOL) Survey was designed to: (1) determine sailors' overall satisfaction with QOL in the Navy and with specific professional and personal domains, (2) compare results with those of 1999, and (3) examine the relationship between QOL and sailors' continuance plans. A Navy-side random, stratified sample was drawn. Data were weighted to ensure that results would accurately generalize to the Navy population. The survey results indicated that a majority of enlisted were satisfied in all QOL domains except shipboard life and standard of living/income. A majority of officers were satisified in all QOL domains. Enlisted and officers were notably more satisified in 2002 than in 1999 regarding overal QOL and the shipboard life, standard of living/income, and leisure and recreation domains. For enlisted and officer non-careerists (sailors with 10 or fewer years of Navy service), continuance plans were most highly correlated with satisfaction with military life (vs. other measures of QOL). Satisfaction with military life was, in turn, most highly correlated with shipboard life
2002 Navy quality of life survey : methodology( Book )

3 editions published in 2004 in English and held by 8 WorldCat member libraries worldwide

The purpose of the Navy Quality of Life (QOL) Survey is to determine the overall perceptions that Sailors have of QOL in the Navy and of specific life domains, such as Career and Work, Shipboard Life, Leisure and Recreation, Friends and Friendships, Standard of Living, and Spiritual Well-being. The survey was first conducted in 1999 and again in 2002. This report describes the methodology employed for the 2002 survey, including refinement and expansion of the paper survey, construction of the Web version, definition and construction of the population frame, sampling allocation and the sampling process, survey administration and processing, creating a usable data set, and weighting the data
Navy quality of life survey : shipboard life results by Gerry L Wilcove( Book )

3 editions published in 2006 in English and held by 8 WorldCat member libraries worldwide

The 2002 Navy Quality of Life (QOL) Survey was conducted primarily to determine Sailors' satisfaction with 15 professional and personal life domains, one of which was Shipboard Life. A Navy-wide random, stratified sample was drawn using an optimized sample allocation procedure. Data were weighted, using non-response and weighting class adjustments, to ensure that results would accurately generalize to the Navy population. Results are presented for shipboard life overall and specific and grouped aspects of shipboard life. Of the 15 domains, the Shipboard Life domain correlated the highest with overall satisfaction with military life and was perceived by many first-term enlisted and first-obligation officers as negatively impacting their desire to remain in the Navy. A research program focusing on shipboard habitability is proposed and described
2006 Navy Quality of Life Survey by Gerry L Wilcove( Book )

2 editions published in 2007 in English and held by 8 WorldCat member libraries worldwide

The 2006 Navy Quality of Life (QOL) Survey focused on QOL issues and concerns among active duty Navy personnel. It was designed to be action oriented so that the Navy could address areas of concern to personnel. A stratified random sample was drawn; 5,317 surveys were completed; and responses were weighted to the population. A number of positive results were obtained. For example, enlisted personnel reported that overall satisfaction with shipboard life improved from 2002. And personnel, as a group, believed that standard of living/income had also improved. An area of concern was the finding that only half of enlisted believed they were well prepared if asked to deploy in support of the Global War on Terrorism. An additional concern was the finding that personnel were apprehensive about the impact of future policy changes on their jobs and careers. To address that concern, it is recommended that the Navy develop more effective communication strategies
The deployment experience : organizational climate and work life by Gerry L Wilcove( Book )

3 editions published in 2006 in English and held by 6 WorldCat member libraries worldwide

Despite the amount of time Sailors spend at sea in their careers, little work has been done to document the reactions of personnel to deployments. This study draws on the responses of Sailors to the Navy Personnel Survey (NPS) conducted in 2000, 2003, and 2005. Analyses highlighted the attitudes of deployed personnel (n = 1,243) compared with personnel assigned to sea duty but not currently deployed (n = 3,107) and shore personnel (n = 5,032). Results for 2005 showed that deployed personnel had significantly more negative attitudes than shore personnel on several indices, including job satisfaction, quality of command leadership, available resources in the command, organizational commitment, and reenlistment/continuation plans. The attitudes of personnel in sea duty billets but not deployed were between those of the other two groups. Although deployed personnel were more unfavorable than shore personnel towards organizational climate and work life, trend analyses showed that the attitudes of deployed personnel had improved significantly over time. Results are discussed and recommendations for further research are presented
Officer career development : a review of the civilian and military research literature on turnover and retention by Gerry L Wilcove( Book )

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

Reviews were conducted of both the civilian and military research literatures on turnover in preparation for a predictive study involving aviation warfare officers and actual retention behavior. In the present report, results from the two literature reviews are presented and compared. An annotated bibliography, which has been computerized, is also presented, and is available on disk upon request. Both the literature reviews and the subsequent retention study were part of a 9-year research program that examined a wide range of career development and career management issues for three unrestricted line officer communities: aviation warfare officer, surface warfare officers, and general unrestricted line officers
The Chief of Naval Personnel asked, and here is what they said! : an analysis of written comments from the Navy Personnel Survey 1990) by Gerry L Wilcove( Book )

2 editions published in 1992 in English and held by 3 WorldCat member libraries worldwide

The Navy Personnel Survey (NPS) 1990 was commissioned by the Chief of Naval Personnel to collect data on the opinions and perceptions that enlisted and officer personnel had of Navy life. The survey, which will be administered annually, was designed to provide policy makers with personnel feedback on a variety of key issues, such as rotation and permanent change-of-station moves, pay and benefits, and quality-of-life programs. In addition to multiple-choice items, NPS 1990 included sections that permitted respondents to submit written comments on each of the areas covered by the survey. This report presents and interprets examples of comments to help promote empathy with and understanding of the individual officer and enlisted person that cannot be provided by statistics alone
Development of a New Quality of Life (QOL) Model Using Structural Equation Modeling( Book )

2 editions published in 2002 in English and held by 2 WorldCat member libraries worldwide

Systematic research is needed to determine if quality of life impacts reenlistment decisions. Previous Marine Corps modeling efforts focusing on "life domains" have proved fruitful. Thus far, however, no model has been successfully developed and validated for Navy personnel. The present study examined the validity of applying the life domains model to Navy personnel. If this model were not supported, alternate models would be proposed. The 1999 Life Domains Questionnaire was used to collect data via a mailout, onsite administrations, and the Web. Structural equation modeling (SEM) was used to analyze responses to 8,165 completed questionnaires. The existing life domains model was not supported. Exploratory analyses suggested a model in which: (1) life domains are divided into non-work or personal domains and work domains, (2) personal domains are linked to reenlistment intentions, and (3) work domains are linked with reenlistment intentions through organizational commitment. SEM results were consistent with the proposed model for enlisted first termers and an enlisted target retention group of Sailors at a key point in their career decision-making process (paygrades E4-E6 with less than 11 years of active service)
1999 Navy Quality of Life: Survey Results( Book )

2 editions published in 2002 in English and held by 2 WorldCat member libraries worldwide

One purpose of this study was to determine the perceptions that Sailors have of quality of life (QOL) in the Navy. A second purpose was to determine if Sailors intending to remain in the Navy at their next decision point reported more favorable perceptions QOL than Sailors who intended to leave, and ifso, in which areas of "life domains." Results were based on returned surveys from 3565 Sailors part of a randomly selected sample. Analyses focused on domains as a whole and on specific aspects of them. Enlisted rated 9 of 11 domains favorably. Shipboard Life received negative ratings. Officers rated all domains favorably, with the exception of Shipboard Life (lukewarm ratings). Enlisted and officer "stayers" (planned to stay in the Navy) rated Shipboard Life and Military Job more favorably than "leavers." Enlisted stayers were more favorable than leavers on all the aspects of Shipboard Life officer stayers on 8 of 12. Enlisted stayers were more favorable than leavers on all the aspects of Military Job Officer stayers 9 of 12. It was concluded that the Navy Life Domains Questionnaire is a useful tool for measuring QOL in the Navy and identifying specific aspects that need improvements
The Premature Attrition of Navy Female Enlistees by Gerry L Wilcove( Book )

1 edition published in 1978 in English and held by 2 WorldCat member libraries worldwide

Two concerns led to the development of the screening test which is described: (1) the present 28% rate of attrition of Navy female first enlistees is too high; and (2) attrition is expected to increase when a high school diploma is no longer required for women to enter the Navy. Thus, a screening instrument was needed which could be used currently, as well as after the selection requirements are changed. A total of 977 female recruits were administered one of two exploratory 120-item questionnaires designed to measure eight areas: personal history/demography; female role perception; mental health; motivation to fail; realistic expectation of Navy; enlistment motivation; similarity to previous successful recruits; and occupational needs. Eighteen months later, it was found that 204 females out of the sample were dropouts and 773 were survivors. A number of analyses were performed to determine which items best discriminated between dropouts and survivors, using a cross-validation sample. It was concluded that the items measuring mental health, occupational need, enlistment motivation, and personal history are the best predictors; and that futher revisions of this test should be used in conjunction with the Armed Services Vocational Aptitude Battery (asvab). (Gdc)
Enlisted Men's and Officers Opinions of Recent Policy Changes Implemented through Z-Grams( Book )

2 editions published in 1971 in English and held by 2 WorldCat member libraries worldwide

The study was conducted to determine the acceptance of recent policy changes implemented by 'Z-Grams' or, more specifically, how the changes affected perceptions of the attractiveness of Navy life, morale, job satisfaction and Navy career plans. Both officers and enlisted men believed that Navy life had been improved by changes in leave and liberty privileges, personal services, regulations, and family services. Officers alone believed this way about changes in equal rights opportunities and retention programs, while enlisted men believed this way about changes in living and housing conditions. Officers reported that changes in living and housing conditions had not appreciably improved life, while enlisted men reported the same about changes in equal rights opportunities and retention programs. Both enlisted men and officers indicated that changes in job and career development programs had not appreciably improved Navy life. (Author)
Completion of the First Enlistment by Female Personnel: A Prediction Study( Book )

1 edition published in 1983 in English and held by 1 WorldCat member library worldwide

Two questionnaire forms--QUEST 1 and QUEST 2--were developed and one or the other was administered to approximately 1,000 female Navy recruits. The questionnaires included items under eight categories--personal history, female role ideology, mental health, motivation to fail, realistic expectations about the Navy, motivation to enlist, similarity to successful recruits, and occupational needs. In an attempt to predict attrition during the first enlistment, seven scales were developed using validation samples. These scales were scored in three different ways using cross-validation samples and correlation coefficients were computed. Results showed that 13 of 21 scale scores were significantly correlated with attrition, the highest correlation being .25. The practical significance of this correlation was evaluated using Taylor-Russell tables and discriminant analysis. (Author)
Officer career development : measures and samples in the 1981-1989 research program by Gerry L Wilcove( Book )

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

"Since 1981, the Navy Personnel Research and Development Center(NAVPERSRANDCEN) has been conducting research on the career development and management of aviation warfare officers, surface warfare officers, and general unrestricted line officers. The research was designed to provide information to policy makers and career managers from the officers themselves, so that the Navy would be in a better position to: (1) manage the careers of its officers, (2) fill billets with skilled individuals at all grade levels, and (3) improve performance and increase retention. The research design emphasized multiple cohorts and repeated measures. Ten questionnaires were used in the study, together with interviews. The research also include a secondary cross."--DTIC
Officer career development : opinions on the Navy's career guidance and reassignment practices by Gerry L Wilcove( Book )

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

"The Navy lacks feedback from officers on the effectiveness of its career guidance and reassignment practices and the extent to which officers' reactions are related to their career motivation. The research focused on the unrestricted line (URL) communities: aviation warfare officers (pilots, naval flight officers (NFOs)), surface warfare officers (SWOs), and general URL (GenURL) office. Questionnaire data were collected at two points in time, separated by 4 years (Time1 (T1) and Time2 (T2). Data analyses were descriptive and correlational. Findings were as follows. Individuals from all the communities at both T1 and T2 indicated that they wanted a special career counseling system established for officers. Officers relied most often on peers for their career information at both points in time. All communities were pleased with the assignment manager's (detailer's) knowledge of career policies and billets at T1 and T2. However, pilots, NFOs, and SWOs viewed their detailers as being less credible (honest and accurate) at T2 than at T1. Officer evaluations of the assignments they had received in the past produced the Largest correlations at TI and T2 (.20s and low .30s) with an individual's commitment to a 20-year naval career. Careers, Officers, Continuance, Retention, Career planning, Career guidance, Detailers, Assignment managers."--DTIC
Navy-wide personnel survey (NPS) 1994 : management report of findings by Gerry L Wilcove( Book )

1 edition published in 1995 in English and held by 1 WorldCat member library worldwide

1994 Navy quality of life survey by Gerry L Wilcove( Book )

1 edition published in 1996 in English and held by 1 WorldCat member library worldwide

Navy quality of life survey : structural equation modeling( )

1 edition published in 1997 in English and held by 1 WorldCat member library worldwide

During a period of downsizing and fiscal cutbacks, quality of life (QOL) and retention may suffer. To assess QOL in the Navy, 17,000 surveys were mailed to enlisted personnel and officers. A total of 7,100 were completed and returned, a response rate of 47 percent. Two models, previously developed and validated, were replicated using structural equation modeling. The first model related life domains, such as work, career development, relationship with partner, and pay, with overall perceptions of QOL in the Navy. The second model related organizational outcomes, such as intention to remain in the Navy, with three global/ aggregated perceptual indices: conflict between being in the Navy and one's personal life, Navy life compared with civilian life, and the extent to which Navy experiences matched expectations. Computer software was developed for the first model, so that Navy managers could predict the impact of life domain experiences on perceived QOL
Officer Career Development: Opinions on the Navy's Career Guidance and Reassignment Practices( )

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

The Navy lacks feedback from officers on the effectiveness of its career guidance and reassignment practices and the extent to which officers' reactions are related to their career motivation. The research focused on the unrestricted line (URL) communities: aviation warfare officers (pilots, naval flight officers (NFOs)), surface warfare officers (SWOs), and general URL (GenURL) officers. Questionnaire data were collected at two points in time, separated by 4 years (Time1 (T1) and Time2 (T2). Data analyses were descriptive and correlational. Findings were as follows. Individuals from all the communities at both T1 and T2 indicated that they wanted a special career counseling system established for officers. Officers relied most often on peers for their career information at both points in time. All communities were pleased with the assignment manager's (detailer's) knowledge of career policies and billets at T1 and T2. However, pilots, NFOs, and SWOs viewed their detailers as being less credible (honest and accurate) at T2 than at T1. Officer evaluations of the assignments they had received in the past produced the largest correlations at TI and T2 (.20s and low .30s) with an individual's commitment to a 20-year naval career
The Use of Preenlistment Variables to Predict the Attrition of Navy Female Enlistees( Book )

1 edition published in 1979 in English and held by 1 WorldCat member library worldwide

Although the attrition rate for first-term enlisted women has been decreasing, it is still unacceptable to the Navy. The purpose of the present study was to conduct the exploratory research necessry to develop a questionnaire for screening female applicants. Attrition factors were identified from interviews and from research on turnover, mental health, sex roles, and vocational choice. These factors were used to construct two experimental questionnaires (QUEST 1 and QUEST 2). One or the other of the questionnaires was administered to each of 997 female recruits. Empirical keying was employed to create 'response-option' scales to predict attrition, which were then validated. (Author)
Officer Career Development: Preliminary Surface Warfare Officer Perceptions of a Major Career Path Change( Book )

1 edition published in 1988 in English and held by 1 WorldCat member library worldwide

This report is the ninth in a series of officer career development. In 1983, the Navy instituted a major career path change in the Surface Warfare Officer community. The purpose of this change was to increase the technical knowledge and skills of department heads, and thus, hopefully, operational readiness. The survey research was designed to assess the preliminary acceptance among officer of this career change. Questionnaires were completed by 2,583 surface officers as part of an ongoing research project studying the impact of career management policies on officer career decisions and actions. It was found that officers were generally favorably disposed toward the new policy. There was no preliminary indication that the adjustment in the career path would have any impact one way or the other on an individual's desire to make the Navy a career or to extend beyond 20 years. Recommendations were made for further research and for developing reliable, objective measures of departmental and fleet readiness. (SDW)
 
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English (33)