来源类型 | Research Reports
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规范类型 | 报告
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DOI | https://doi.org/10.7249/RR2073
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ISBN | 9780833098788
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来源ID | RR-2073-AF
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| Addressing Barriers to Female Officer Retention in the Air Force |
| Kirsten M. Keller; Kimberly Curry Hall; Miriam Matthews; Leslie Adrienne Payne; Lisa Saum-Manning; Douglas Yeung; David Schulker; Stefan Zavislan; Nelson Lim
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发表日期 | 2018
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出版年 | 2018
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页码 | 102
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语种 | 英语
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结论 |
Key Retention Factors for Female Air Force Officers- Family and personal life were a prevalent theme across the focus groups with female Air Force officers. Comments included statements about children, pregnancy, spouses, dating, and other issues related to officers' personal lives.
- Female officers also discussed issues related to their Air Force careers that affect their retention decisions, focusing primarily on three areas: career path flexibility, ability to cross-train, and civilian opportunities.
- Several factors related to work environment influenced retention decisions, including the importance of leadership, female role models, mentoring, gender composition, sexual harassment and assault, and long work hours or shift work.
- Other key retention factors associated more broadly with an Air Force career included Air Force benefits, Permanent Change of Station, deployments, and force reduction.
Perceptions of Recently Established Air Force Programs and Policies- Focus group discussions also sought to gauge female officers' opinions about two recently established Air Force programs and policies: the updated maternity leave policy, which extended maternity leave to 12 paid weeks and deferred fitness tests and deployments for one year after the birth of a child; and the Career Intermission Program (CIP), which allows for inactivation and transfer to the Individual Ready Reserve with partial pay for up to three years before returning to active duty.
- Participants said the new maternity leave policy is a step in the right direction to support women in the Air Force but were mixed on whether this new policy might influence female officers' decisions regarding retention.
- Understanding and awareness of the CIP varied. Most female officers were glad the CIP exists and thought that it could be beneficial — but most also believed it would have little effect on retention and were skeptical that it would not have negative career effects.
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摘要 |
- Expand subsidized child care options and available CDC hours.
- Increase paternity and adoption leave.
- Ensure women are provided a designated nursing facility or a private room for pumping.
- Ensure spouse support programs and initiatives are inclusive of male spouses.
- Consider a couple's parental status and needs in deployment policy.
- Identify an interservice liaison to coordinate cross-service spouse assignments.
- Provide tools for educating precommissioning officers on career field options, including differences in locations, deployments, spouse compatibility, etc.
- Provide a structure and related policy for allowing more cross-training opportunities.
- Offer a separate technical career track.
- Expand and raise awareness of the CIP.
- Provide flexibility for transferring into and back from the Air Force Reserve.
- Provide education for leaders on creating positive work-life balance.
- Provide education for leaders on prevention of a sexist work environment.
- Provide opportunities for women-focused panels or forums.
- Explore options for reducing the frequency of PCS.
- Explore a more decentralized assignment process to allow officers more autonomy in assignments.
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主题 | Gender Integration in the Military
; Military Officers
; Military Personnel Retention
; United States Air Force
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URL | https://www.rand.org/pubs/research_reports/RR2073.html
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来源智库 | RAND Corporation (United States)
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引用统计 |
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资源类型 | 智库出版物
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条目标识符 | http://119.78.100.153/handle/2XGU8XDN/108746
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推荐引用方式 GB/T 7714 |
Kirsten M. Keller,Kimberly Curry Hall,Miriam Matthews,et al. Addressing Barriers to Female Officer Retention in the Air Force. 2018.
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