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| 1 |
ID:
096266
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| Publication |
2010.
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| Summary/Abstract |
Manning difficulties and retention of skilled personnel is a timely issue in the British armed forces, and especially in the all-volunteer Royal Navy. Allied with difficulties of matching personnel numbers and posts, significant skill mismatches can take a long time to eradicate, with obvious financial and operational penalties. In the light of these factors, a holistic understanding of the exit behaviour of naval personnel is vital for naval manpower planners. This paper analyses ratings' voluntary (quits) and involuntary (separation) exit patterns from the Royal Navy using an independent competing risks hazard regression analysis framework. The results show that both voluntary and involuntary exits are pro cyclical with respect to macroeconomic and labour market conditions for both male and female ratings. Male ratings are more likely to quit or separate due to a lack of promotion to higher ranks as compared with females. Male ratings are also more likely to quit as a result of a hectic operational tempo when compared with their female counterparts. Frequency of sea/shore deployments also seems to exert a significant effect with respect to quits and separation outcomes of both genders. In terms of marital status married males are less likely to quit compared with their unmarried male counterparts, whereas the opposite is the case for female ratings.
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| 2 |
ID:
110184
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| Publication |
2012.
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| Summary/Abstract |
This article estimates the effect of armed conflict exposure on school drop-out and labor decisions of Colombian children between the ages of 6 and 17. The empirical strategy is based on two-stage duration analysis and biprobit estimations that take into account the endogeneity of conflict. We find that conflict affects children older than 11, inducing them to drop out of school and enter the labor market too early. We find that short-term exposure to violence is the most relevant for these decisions and probable channels of transmission include higher mortality risks, negative economic shocks, and lesser school quality.
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| 3 |
ID:
121747
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| Publication |
2013.
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| Summary/Abstract |
The Royal Navy (RN) is striving to achieve the right manpower mix through improved retention levels. This paper analyses the ratings' exit patterns from the RN using a hazard regression framework. We hypothesise that similar to civilian workers, job transition decisions of the RN ratings are dependent upon alternative job availability and macroeconomic conditions. In addition, working conditions, gender and skill mix, family commitments and promotion prospects in the Navy influence their decisions to leave early. We estimate the unemployment elasticity for males to be -0.65 (female -0.51), which is high, compared to the elasticity reported for the US Navy. The civilian wage is positively related to exit probability from the RN. Overall, married ratings are less likely to exit as compared to their unmarried counterparts, but married female ratings are 88% more likely to leave early as compared to unmarried females in the Navy. Promotion to higher ranks reduces the probability of early exists.
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| 4 |
ID:
075105
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| Publication |
Uppsala, Department of Peace and Conflict Rsearch, 2006.
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| Description |
viii, 145p.
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| Series |
Report no. 73
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| Standard Number |
9150618881
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Copies: C:1/I:0,R:0,Q:0
Circulation
| Accession# | Call# | Current Location | Status | Policy | Location |
| 051952 | 355.0218/NIL 051952 | Main | On Shelf | General | |
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