The development of career naval officers from the U.S. Naval Academy : a statistical analysis of the effects of selectivity and human capital

272 Pages·4.8 MB·English

by  Reardon, Matthew G

DUDLEY KNOX LIBRARY
NAVALPOSTGRADUATE SCHOOL
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MONTEREY 93943-5101

NAVAL POSTGRADUATE SCHOOL
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THESIS
THE DEVELOPMENT OF CAREER NAVAL
OFFICERS FROM THE U.S. NAVAL ACADEMY:
A STATISTICAL ANALYSIS OF THE EFFECTS
OF SELECTIVITY AND HUMAN CAPITAL
by
Matthew G. Reardon
June, 1997
Thesis Co-Advisors: William R. Bowman
Stephen L. Mehay
Approved for public release; distribution is unlimited.
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1. AGENCYUSEONLY (Leaveblank) REPORTDATE REPORTTYPEANDDATESCOVERED
June 1997 Master's Thesis
TITLEANDSUBTITLE The DevelopmentofCareerNaval Officers fromthe FUNDINGNUMBERS
U.S. Naval Academy: A Statistical Analysis ofthe EffectsofSelectivity
and Human Capital
6. AUTHOR(S)Matthew G. Reardon
PERFORMINGORGANIZATIONNAME(S)ANDADDRESS(ES) PERFORMING
Naval Postgraduate School ORGANIZATION
MontereyCA 93943-5000 REPORTNUMBER
9. SPONSORING/MONITORINGAGENCYNAME(S)ANDADDRESS(ES) 10. SPONSORING/MONITORING
AGENCYREPORTNUMBER
11. SUPPLEMENTARYNOTES Theviews expressed inthis thesis arethoseofthe authoranddonotreflectthe
official policyorpositionoftheDepartmentofDefense ortheU.S. Government.
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13. ABSTRACT (maximum200words)
This research analyzes the United States Naval Academy's (USNA) admissions and professional
development processes and their impact on the career development of its graduates in the Unrestricted Line
(URL) communities. Three hypotheses are advanced to explain the high level of fleet performance and
retention of USNA graduates: selectivity ofapplicants; Navy-specific human capital investment; and
institutional favoritism. Non-linear LOGIT regression models for the USNA Classes of 1980 through 1985
are developed to analyze the influence ofthe hypothesed factors on the probability ofa midshipman: (a)
graduating from the USNA, and (b) developing into a career officer.
Both the USNA's composite "whole-person" and individual selection criteria play a significant role in
the probability ofgraduation. Non-scholastic affective selection criteria, and both affective military
performance and Navy-specific cognitive skill development at the USNA, are positively associated with the
development ofcareer officers. Additionally, several key predictors ofcareer potential are identified. A
paradigm shift in perspective from the current short-term context to a life-cycle career context is
recommended in the "whole-person" selection and development of USNA midshipmen.
.
14. SUBJECT TERMS Military officers, military manpower, retention, 15. NUMBEROF
cornmissioning sources, promotion, labor economics, U.S. Naval PAGES 261
Academy, selectivity, human capital 16. PRICE CODE
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Approved for public release; distribution is unlimited.
THE DEVELOPMENT OF CAREER NAVAL OFFICERS FROM THE
U.S. NAVAL ACADEMY: A STATISTICAL ANALYSIS OF THE
EFFECTS OF SELECTIVITY AND HUMAN CAPITAL
Matthew G. Reardon
Lieutenant, United States Navy
B.S., United States Naval Academy, 1991
Submitted in partial fulfillment
ofthe requirements for the degree of
MASTER OF SCIENCE IN MANAGEMENT
from the
NAVAL POSTGRADUATE SCHOOL
June 1997