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Abstract
Introduction
Theoretical Background
The Interactive Model
Rationale and Hypotheses
Method
Discussion
References
Appendices

The Specific Propensity Model
The Interactive Model

The Wild Card Effect and Military Retention:
Latent Social Identities in an
Interactive Organizational Commitment Model

Appendices

Appendix A. Merton's (1957) variables for latent social identities.

Appendix B. Toonies' (1940) variables for latent social identities

Appendix C. The Latent Identity Questionnaire (LIQ)

Appendix D. The Organizational Identity Questionnaire (OIQ)

Appendix E. The Individual Comprehensive Commitment Questionnaire (ICCQ)

Appendix F. The Organizational Comprehensive Commitment Questionnaire (OCCQ)

Appendix A. Merton's (1957) variables for latent social identities.

Appendix B. Toonies' (1940) variables for latent social identities.

Appendix C. The Latent Identity Questionnaire (LIQ)

Latent Identity Questionnaire

1. Traveling a lot is better than being with family and friends.
2. Networking within an organization is more important than professional expertise. (R)
3. If I have a problem I would rather ask a friend for advice than go to an expert. (R)
4. I would rather work alone than to be part of a team.
5. I like to be able to get advice from my supervisor for non-work related issues. (R)
6. I would rather have a few close friends than a lot of acquaintances.
7. Innovation is usually more important than tradition.
8. People who work together should play together. (R)

Appendix D. The Organizational Identity Questionnaire (OIQ)

Organizational Identity Questionnaire (OIQ)

1. Within this organization expertise is more important than politics.
2. This is not just a job; it is a way of life. (R)
3. This organization values individual excellence over teamwork.
4. If I were to leave this organization what I would miss most is the people. (R)
5. Supervisors in this organization care about their people well-being. (R)
6. This organization is almost like a family. (R)
7. This organization values innovation over tradition.
8. This organization gives me a lot more than a paycheck. (R)

Appendix E. The Individual Comprehensive Commitment Questionnaire (ICCQ)

Individual Comprehensive Commitment Questionnaire (ICCQ)

1. I have plenty of friends where I work. A
2. I often feel like I do not fit in at work. A-R
3. Job security is important to me. A
4. I am not satisfied with my relationship with the boss. A-R
5. I am not being paid a fair salary for my efforts. O-R
6. I am unhappy with my retirement package. O-R
7. This organization has good benefits. O
8. For better or worse, I am stuck here for now. O
9. I have few personal interests outside of work. E-R
10. Every time I open the mail there are more bills. E
11. The needs of my family come first. E
12. I have few commitments outside of work. E-R
13. It would be hard to get a better paying job. EO-R
14. It is just a matter of time before something better comes along. EO
15. If I were to leave this organization I would be worried about making ends meet. EO-R
16. There are other things I would like to try outside of this organization. EO
    

Appendix F. The Organizational Comprehensive Commitment Questionnaire (OCCQ)

Organizational Comprehensive Commitment Questionnaire (OCCQ)

1. People find It difficult to make friends in this organization. A-R
2. This organization offers a lot of security. A
3. Workers and management do not get along in this organization. A-R
4. Members of this organization share its values. A
5. This organization pays well. O
6. This organization lacks a good benefits package. O-R
7. Employees are not rewarded well within this organization. O-R
8. This organization offers good opportunities for promotion. O
9. This organization is understanding of outside commitments. E
10. This organization interferes with family life. E-R
11. This organization encourages outside interests. E
12. It is hard to have a life outside this organization. E-R
13. This organization would not look good on a resume. EO-R
14. Employees use this organization as a stepping-stone to other opportunities. EO
15. Members of this organization get no useful education or training. EO-R
16. This organization offers incentives that can best be utilized by leaving the organization (i.e. Scholarships). EO

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DoD Short Course in Communication
Class 01A
December 7, 2000