Examining Contingent Valuation Mentoring Predictors and Related Alignment with Transition Assistance Program Components

Autor/in	Hall, Steven Lee
Titel	Examining Contingent Valuation Mentoring Predictors and Related Alignment with Transition Assistance Program Components
Quelle	(2017), (218 Seiten) PDF als Volltext Verfügbarkeit Ph.D. Dissertation, Trident University International
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
ISBN	978-0-4383-2250-9
Schlagwörter	Hochschulschrift; Dissertation; Mentors; Transitional Programs; Predictor Variables; Armed Forces; Military Personnel; Veterans; Military Schools + Suchen Sie Ihr Suchwort? Thesis; Dissertations; Academic thesis; Prädiktor; Military; Militär; Kriegsteilnehmer; Veteran; Militärschule
Abstract	The primary purpose of the research study was to examine the Army's Transition Assistance program, achieve a comprehensive understanding of Army culture from the perspective of senior enlisted members and their subsequent contingent valuations regarding mentoring colleagues in transition from active duty commitment to the civilian sector. Study results were derived from two hundred ninety-two (N = 292) participating senior enlisted members attending U.S. Army Sergeants Major Academy. Testing the hypotheses, a series of three separate, five-stage hierarchical multiple regressions were conducted, leveraging transitioning colleagues mentoring components. The best predictor(s) of Mentoring to Transitioning Colleagues [Finance] component is Promotion Mentoring (beta = 0.784), followed by Officer Corps Mentoring (beta = 0.574), and Initial/Re-Enlistment Mentoring (beta = 0.205), followed by Sr. Enlisted Corps Mentoring (beta = 0.164). The best predictor(s) of Mentoring to Transitioning Colleagues [Education] component is Promotion Mentoring (beta = 0.764), followed by Officer Corps Mentoring (beta = 0.323), and Initial/Re-Enlistment Mentoring (beta = 0.097), followed by Sr. Enlisted Corps Mentoring (beta = 0.070). The best predictor(s) of Mentoring to Transitioning Colleagues [Vocation] component is Promotion Mentoring (beta = 0.674), followed by Officer Corps Mentoring (beta = 0.345), and Sr. Enlisted Corps Mentoring (beta = 0.189), followed Initial/Re-Enlistment Mentoring (beta = 0.112). Quantifiable data and findings reinforce the study's contention that mentoring components can be determined and measurable and further strengthens the qualitative data derived that speaks to the theme of mentoring colleagues in competition for promotion as the equivalency to successful transition to the civilian sector. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.] (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01