Reported Job Interest and Perceived Utilization of Talents and Training by Airmen in 97 Career ...

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DOCUMENT RESUME
ED 075 634
VT 019 950
AUTHOR
Gould, R. Bruce
TITLE
Reported Job Interest and Perceived Utilization of
Talents and Training by Airmen in 97 Career
Ladders.
INSTITUTION
Air Force Human Resources Lab., Lackland AFB, Tex.
Personnel Research Div.
REPORT NO
AFHRL-TR-72-7
PUB DATE
Jan 72
NOTE
17p.
EDRS PRICE
MF-$0.65 HC-$3.29
DESCRIPTORS
*Career Choice; Career Ladders; *Employee Attitudes;
Job Analysis; *Job Satisfaction; *Manpower
Utilization; *Military Personnel; Occupational
Surveys; Statistical Data; Task Performance;
Vocational Interests
IDENTIFIERS
Air Force
ABSTRACT
As part of the United States Air Force Occupational
Survey Program, this report summarizes the results of a study
conducted to determine the dimensions of job satisfaction within and
betw3en career ladders as perceived by airmen. Surveyed on 97 career
ladders were some 100,000 respondents. Findings include:
(1) Most of
the airmen surveyed found their jobs interesting and felt that their
talents were being well utilized,
Extensive job satisfaction
(2)
differences existed between career ladders and among individuals
within ladders, and (3) Ladder by ladder studies are required in
order to identify factors causing the differences and to evaluate the
impact which work performed had on career decisions. (Author/SN)
AFHRL-TR -72-7
AIR FORCE 14-
REPORTED JOB INTEREST AND PERCEIVED UTILIZATION
OF TALENTS AND TRAINING BY AIRMEN
H
IN 97 CAREER LADDERS
By
R. Bruce Gould
PERSONNEL RESEARCH DIVISION
Lackland Air Force Base, Texas
January 1972
Approved for public release; distribution unlimited.
C
E
LABORATORY
3
3
AIR FORCE SYSTEMS COMMAND
BROOKS AIR FORCE BASE TEXAS
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CM&S 4359
US. DEPARTMENT OF HEALTH,
EDUCATION & WELFARE
OFFICE OF EDUCATION
THIS DOCUMENT HAS BEEN REPRO.
OUCED EXACTLY AS RECEIVED FROM
THE PERSON OR ORGANIZATION ORIG
AFHRL-TR-72-7
January 1972
INATING IT POINTS OF VIEW OR OPIN-
IONS STATED DO NOT NECESSARILY
REPRESENT OFFICIAL OFFICE OF EDU-
CATION POSITION OR POLICY
REPORTED JOB INTEREST AND PERCEIVED UTILIZATION
OF TALENTS AND TRAINING BY AIRMEN IN 97 CAREER LADDERS
By
R. Brut.* Gould
Approved for public release; distribution unlimited.
PERSONNEL RESEARCH DIVISION
AIR FORCE HUMAN RESOURCES LABORATORY
AIR FORCE SYSTEMS COMMAND
Lackland Air Force Base, Texas
FOREWORD
This research was completed under Project 7734, Development of Methods for
Describing, Evaluating, and Structuring Air Force OccupatiOns; Task 773405, Derivation
of Methods to Provide for Career Progression and Development of Air Force Personnel.
The purpose of this study is
to report general findings of the levels of job
ladders. It is to serve as a point of departure for an extended
satisfaction in 97 care,.
series of studies into the nature of job satisfaction or dissatisfaction of specific career
ladders. The ultimate goal of the series is to provide operational guidelines for managers
in the improvement or maintenance of job satisfaction for the force in general and for
specific career ladders. This report, however, is provided for use by personnel associated
with behavioral science research and is not intended for use by operational or managerial
personnel. The report is essentially descriptive in nature and provides a base line for
making comparisons between career ladders, evaluating the, changes within ladders across
time, and identifying ladders for individual study.
Special appreciation and thanks are given to Dr. Raymond E. Christal for his
technical suggestions and to Mrs. Joyce Giorgia for tabulating and verifying the data.
This report has been approved.
George K. Patterson, Colonel, USAF
Commander
ABSTRACT
The purpose of this study was to investigate the extent of differences in reported
job satisfaction of over 100,000 airmen in 97 career ladders. The differences between
career ladders and between individuals within career ladders were evaluated. Two
seven-point scales measuring incumbents' job interest and feelings of how well their jobs
make use of their talents and training have been included in inventories administered
under the USAF Occupational Survey Program. Analyses of the
responses indicated that
while most airmen found their jobs interesting and felt well utilized, there
were some
extreme differences between career ladders and among individuals within ladders.
Extensive ladder by ladder studies arc warranted to identify factors relating to differences
in job satisfaction.
iii
TABLE OF CONTENTS
Paee
Introduction and Description of the Data
I.
1
II.
Results and Discussion
1
III.
Conclusions
3
Reference
3
Appendix: Statistical Data
5
LIST OF TABLES
Table
Page
Summary of Job Interest and Perceived Utilization for 97 Career
I
Ladders
2
Career Ladders at Extremes of Rank-Ordering According to Percentage
2
of Incumbents Indicating That Talents and Training Are Poorly
Utilized
3
3
Means and Standard Deviations of Reported Job Interest and Perceived
Utilization of Talents and Training
6
4
Percentage of Incumbents Indicating That Training and Talents Arc
Utilized "Very Little" or "Not At All"
9
FIGURE
Figure
Page
Job satisfaction scales
I
2
REPORTED JOB INTEREST AND PERCEIVED UTILIZATInN OF TALENTS
AND TRAINING BY AIRMEN IN 97 CAREER LADDERS
in the Appendix presents the means and standard
INTRODUCTION AND DESCRIPTION
deviations of the interest and utilization scales for
OF THE DATA
each of the 97 ladders.) The numeric ratings of the
Data on two dimensions of job satisfaction have
utilization scale were generaity about one point
been collected from airmen on a routine basis as
lower than the interest scale. The scale difference
part of the USAF Occupational Survey Program.
may have been essentially a function of the verbal
This paper presents a summary of data collected
description of the values and can not he inter-
thus far and describes findings concerning varia-
preted to mean that interest was greater than self-
tions in job satisfaction among airmen within and
reports of utilization.
between career ladders.
The summary of reported
interest
and
Scales measuring job interest and utilization
perceived utilization in Table I indicates that must
have been placed
Occupational Surveys
in
all
airmen found their jobs interesting and felt that
since September 1966. By April
administered
their talents and training were being well utilized.
1971, data had been collected on over 100,000
This finding, however, does not disguise the fact
respondents in 97 career ladders using standard
that some specialties had substantial numbers of
occupational analysis procedures ( Morsh & Archer,
airmen who were extremely satisfied or dissatisfied
1967). The 97 ladders surveyed arc listed in the
with their jobs. The differences can he effectively
Appendix tables.
compared by use of the utilization scale,.
Respondents used 7-point scales to indicate
Comparing percentages of airmen who felt
their job interest ranging from "extremely dull" to
poorly, utilized,
were large
there
differences
"extremely interesting" and the extent to which
between ladders, particularly at the 3- and 5-skill
their jobs utilize their talents and training with
levels. If the ladders are arranged on a continuum
responses from "not at all" to "perfectly." Figure
of lowest
highest
reported
utilization,
to
the
illustrates the interest and utilization scales as
percentages of those utilized "very little" or "not
1
they appeared
the Background Information
in
at all" at the 3, or semiskilled, level range from 63
section of the job inventories. Mean scale values
in the 551X0, Pavements Maintenance
percent
for each career ladder were derived to permit
Ladder, to zero percent in the 982X0, Dental
ladder by ladder comparisons. The utilization scale
2 presents
Ladder. Table
Laboratory
the
tell
was found to be especially effective for identifying
each end of the continuum. (The
at
ladders
specialty
differences when respondents were
percentages of airmen, including 9-levels, feeling
dichotomized into
those who reported
their
in each of the 97 ladders are
poorly
utilized
utilization as "very little" or "not at all" and those
presented in Table 4 of the Appendix.) Erom
responding "fairly
"perfectly." The
to
well"
Table 2, there is no apparent relationship between
percentages of incumbents who reported very little
perceived utilization and type of career field.
or no utilization were then compared between and
There are electronics, weapons maintenance, law
within all ladders by skill levels 3, 5, and 7.
enforcement, precision equipment maintenance,
and medical career ladders represented at each end
of the satisfaction continuum. Fields requiring
II. RESULTS AND DISCUSSION
very low and very high aptitudes for initial entry,
ladders which traditionally
highly and
receive
Comparing job satisfaction for the 97 career
minimally educated personnel, and Unbalanced
ladders in the data base, mean interest scores
specialties are also represented at each extreme.
1) ranged from 3.23 to 6.17 with the
(Table
Within-ladder differences were also apparent.
average score being 4.82 for 3-level airmen. Most
As the skill levels increased, the degree of utiliza-
3- and 5-level respondents indicated that their jobs
a few
tion
substantially
but
increased
in
were "so-so"
all
to "fairly interesting." Perceived
ladders. A possible explanation is that those who
utilization of talents and training averaged "fairly
feel poorly utilized tend to leave the service. Also,
well" to "quite well" at the 3- and 5-levels and
as skill levels increase, the tasks performed should
"very well" at the 7-level. Several career ladders
become more demanding and hence better utilize
had average scale values which varied significantly
talents and training. These explanations are now
from the population averages. These differences
under study. For the 97 ladders, the average
indicate there are ladders with very high or very
percentage of respondents who felt poorly utilized
low job satisfaction among incumbents. (Table 3
1
YOUR RESPONSES TO THE FOLLOWING T
HREE ITEMS WILL BE HELD IN STRICT
CONFIDENCE AND WILL BE USED FOR RE
SEARCH PURPOSES ONLY
MY JOB UTILIZES MY
I 1-iND MY JOB:
TALENTS AND TRAINING:
EXTREMELY DULL
NOT AT ALL
1
1
VERY DULL
VERY LITTLE
2
2
FAIRLY DULL
3
FAIRLY WELL
3
4
QUITE WELL
SO-SO
4
FAIRLY INTERESTING
VERY WELL
5
5
VERY INTERESTING
6
EXCELLENTLY
6
7 0 PERFECTLY
EXTREMELY INTERESTING
7
Fig. I. Job satisfaction scales.
Table 1. Summary of Job Interest and Perceived Utilization for 97 Career Ladders
Job Interest
Utilization
Skill
Grand
Grand
Ladder Mean
Ladder Mean
Level
Mean
Score Range
N
Mean
Score Range
3.23-6.17
4.82
3-level
2.39 4.90
10,836
3.54
3.61-6.16
4.87
5-level
2.68-5.10
.,9,491
3.73
4.34-6.53
7-level
29,807
5.57
4.71
3.69
..).00
the aptitude and
24, 22, and 10
the 3-,
changes in
5-, and 7-levels
at
was
educational
percent, respectively.
characteristics of the personnel assigned to these
career fields during the past few years.
When making comparisons between specific
ladders, caution must be exercised because of
The interest and utilization data presented here
differences in survey dates. The time interval of
were collected at the same time as factual data at
five years between the oldest alai! most recent
the task performance level. It will now be possible
survey makes direct comparisons of some ladders
to evaluate job content factors as they influence
difficult. (Survey dates are given in Table 4 of the
job satisfaction. Since it is known that there are
two cases where ladders were
Appendix.)
In
extensive job satisfaction differences both between
there was a substantial increase
resurveyed,
and within career fields, these differences can now
in
during the intervening
to identify associated
factors and
dissatisfaction
expressed
studied
be
time period. For the 671X3, Accounting Disburse-
suggest remedial actions at the task, or perform-
ment Ladder, expressed feelings of poor utilization
ance, level.
increased from 30 to 58 percent at the 3-skill level
Extensive studies arc. now being initiated for
and from 25 to 45 percent at the 5-level over a
ladders which have high proportions of airmen
30-month period.
the 421X3, Aerospace
In
who feel
utilized. Preliminary
findings
poorly
Ground Equipment Repair Ladder, dissatisfaction
indicate that factors relating to feelings of utiliza-
increased from 16 to 36 percent at the 3-skill level
tion differ widely and are essentially unique for
and from 19 to 34 percent at the 5-level over a
each ladder. This requires that individual studies
42-month period. The causes for increased feelings
be made on a ladder by ladder basis. Studies are
not yet
of poor utilization
certain. The
are
also being planned which will follow individuals
increase could be the result of general increases in
for a period of time and relate changes in jobs to
dissatisfaction among enlistees during the time
changes in attitudes.
span, changes in tasks performed on the job, or
2
Table 2. CarefT Ladders at Extremes of Rank-Ordering According to Percentage
of Incumbents indicating that Talents and Training Are Poorly Utilized
3-level
5-level
7-level
APSC
Career Ladder
N
% N
N
%
%
551X0
Plvements Maintenance
218
63
54
728
113
15
671X3
Accounting Disbursement
58
ti.lA
167
N/A
1.187
45
402X0
Aerospace Photo Systems
209
52
56
35
-
611X0
Supply Services
482
36
312
155
53
12
303X3
Auto Tracking Radar Rpm
49
353
39
51
259
20
234X0
Precision Pholoprocessing
47
442
142
42
215
15
811X0
Security
682
46
2.312
623 9
36
443X0G
Minuteman Missile Rpmn
77
44
567
46
335
18
...24X0
Intelligence Operations
43
393
151
39
322
20
915X0
Medical Materiel
126
43
26
581
173
7
811X0A
Dog Handle,
70
438
10
24
--,
51
_
361X4
Cable Splicer
20
96
10
182
14
7
903X0
RadioloR
32
9
355
149
1I
12
432X0
Jet Engine Iklechani.:
935
149
470
8
9
6
305X3
Elect Computer Rpmn
54
555
371
7
14
13
305X1
Elect Digital Data Process
537
55
381
9
18
7
324X0
Precision Measuring Equip
62
6
7
481
576
8
322X1
Weapons Control Sys Mech
105
704
6
411
3
5
Air Traffic Control
272X0
41
764
606
2
_
5
7
'482X0
Dental Laboratory
30
270
0
6
148
3
Note--A dash is used where the N is less that! 20. INJA indicates skill level
was not authorized at time of survey.
Career ladders ordered on decreasing percent at 3- level.
III. CONCLUSIONS
Most airmen surveyed found their jobs interest-
required to identify
ladder
factors
studies
are
ing and felt
their talents and training were well
differences and to evaluate
causing
these
the
utilized.
However, extensive job
impact which work performed has en career
satisfaction
differences existed bclween career ladders and
decisions.
among individuals
Ladder by
within
ladders.
REFERENCE
J.E., &
Morsh,
Archer, W.B. Procedural guide f Or conducting surveys
the United States Air Force.
in
PRL-TR-67-11, AD-664 036. Lackland Al 13. TX: Personnel Research Laboratory, Aerospace Medical
Division, September 1967,
3