[The Promotion of Women in the Navy]

by

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

Abstract

The study focuses on the statistics and factors that show the trends of promotions of women enlisted in the navy's combat and administrative roles. In spite of the difficulty of recruiting enough volunteers for the All-Volunteer Force (AVF) and in spite of a general ethic of equality, U.S. women are still barred from ground combat. Further, women have only been allowed to serve in combat aviation since 1993 and on many combat ships since 1994. The analysis of all three multivariate regression models indicates that commissioning source is a significant determinant of retention and promotion for SW community. On the contrary to the initial assumption, while OCS graduates have the highest probability to stay in the SW community, USNA graduates have the lowest probability. Although USNA graduates were initially expected to have higher promotion rates, the results suggest that they are less likely to promote to the grade of O-4 than officers commissioned through NROTC-contract graduates. However, they have a higher probability of promotion than officers from OCS, NROTC Regular and other sources.

Table of Content

ABSTRACT3

CHAPTER I: INTRODUCTION6

Background6

Reason8

CHAPTER II: LITERATURE REVIEW9

Statistics13

Commissioning Programs14

The Naval Academy15

Enlisted-to-Officer Commissioning Programs19

Career Development21

Recruiting and Retention22

Promotion26

Promotion Zones and Promotion Timing28

Promotion as a Measure of Performance30

CHAPTER III: METHODOLOGY32

Research Method32

Data Description33

Variables33

Performance Measures33

Commissioning Sources35

Marital Status36

Race36

Educational Level37

University Major38

Theoretical Model41

Analysis Based Models42

Appraisal limitations44

Reliability44

Validity45

CHAPTER IV: RESULTS & DISCUSSION46

The Probit Model46

Retention46

Promotion49

Does the promotion change the trend?51

Summary53

CHAPTER V: CONCLUSION54

CHAPTER VI: RECOMMENDATIONS57

REFERENCES58

Chapter I: Introduction

In this thesis the detail of the presence of women in navy has to be discussed and their leadership qualities that make them eligible to gain promotion to higher posts. The military has a unique function. It kills and it does so, on behalf of the nation and at the direction of its elected leaders. In addition, many military members take great risks and some sacrifice their lives. On the other hand, although trained for combat, some never engage in it, and others have specialties such as accounting that do not require them to kill and that almost guarantee their safety. Nevertheless, all who wear a military uniform are conscious of what separates them from civilians. That is a mission that can involve the taking of an enemy's life and the sacrifice of one's own. This research is to be conducted to find the relation of women contribution towards navy with the recognition they get. The recognition can be determined by the leadership qualities and the leadership positions those women in navy posses.

Background

In U.S. culture many men and women too, are uncomfortable with women's fulfilling that responsibility. In spite of the difficulty of recruiting enough volunteers for ...