Abstract: The reported rates of subject refusal and attrition are reviewed in those studies where data were collected directly from fathers. Only 34 per cent of such studies report on subject refusal rates and 36 per cent on attrition rates. Few studies comment on or give information that would allow an assessment to be made of sampling bias arising from subject refusal and attrition. Nevertheless, studies reporting subject refusal and attrition suggest that fathers are no more difficult to recruit than mothers and that a variety of factors, individually and in combination, may have some impact on recruitment. These include the type of commitment required, the techniques of recruitment used and whether studies are hospital, home or laboratory based. However, if biases due to subject refusal and attrition are to be identified and avoided, studies need to be more open in providing information about the characteristics of refusing and participating subjects. To encourage this, some new data are presented, suggesting a number of trends: (1) extended personal contacts with potential subjects may minimize subject refusal and attrition; (2) attrition may be somewhat higher in middle-class families and families with sons.

Abstract: Abstract : The Military Applicant Profile (MAP) was developed to serve as an applicant screening instrument to reduce attrition. Since 1979, it has been used operationally to screen 17 year old non high school graduate males. The Army Research Institute (ARI) was asked to explore the extension of MAP to older (above 17) non graduate males, who have higher attrition rates than younger non graduate males. Using 1976-77 data, this research evaluated the validity of MAP for education, race, and age subgroups. Results showed that MAP scores were significantly related to the 180-day stay-leave attrition criterion. Neither race (Black-White) nor age interacted with the MAP-attrition relationship; education level did. The function relating MAP scores to attrition for graduates was significantly below that for nongraduates. MAP would appear to have great utility in reducing the much higher attrition rate of non graduates. These findings require verification, to be accomplished by research currently in progress.

Abstract: of the press's pronounced tendency to exaggerate China's influence in, or congruence with, Third World politics. In fact, China, despite its repeated claim of belonging to the Third World, has refused to join the Group of 77, the Third World caucus in global ecopolitics. Instead, China engages in North-South politics as a separate and independent group of its own. Substantively, this comprehensive volume shows some curious omissions. The normative linkage between China and the Third World in the context of North-South politics lies in the New International Economic Order (NIEO). Yet there is no reference to the NIEO in Woodard's treatment of China's energy policies in the Third World. Nor does he capture the significance of the gradual disappearance of articles bearing the NIEO title (xin guojijingji zhixu) from the Chinese press coinciding with the peripheralization of the Third World in post-Mao Chinese global policy. Another serious omission is biogas. As shown in a FAO study, "China: Recycling of Organic Wastes in Agriculture" (FAO Soils Bulletin, No. 40, 1977), China's extensive use of biogas represents a soft-energy model for the Third World. The discussion in chapter 9 of China's energy policies in the context of international organizations seems oblivious of a number of precedent-breaking behaviors in UNDP, the IMF, the World Bank, and so on, beginning in the latter half of 1978. Except for a brief and somewhat anachronistic treatment of self-reliance, Woodard is overly reluctant to break out of the dyadic straitjacket of China's international energy relations. In short, China's actual or potential role in the elusive pursuit of a new world energy order is not explored. Woodard's baseline projection is the most sophisticated and "realistic" one this reviewer has seen. In spite of all the precautions, caveats, and technical sophistication, however, the volatility of Chinese energy politics has already proved that the computer-based projections are not as robust as Woodard would have us believe. Negative growth rates released in April 1981 by China's State Statistical Bureau suggest that China is now having a serious energy crisis of its own. Nonetheless, Woodard's conclusion that "even under the most favorable of development circumstances, the Chinese energy giant will be bound hand and foot by the size of the Chinese population, and will be required to labor tirelessly toward the objective of modernization" and that "China will not be an energy export giant in the world market, at least within this century" (p. 627) is sound.

Abstract: Conventional analyses of the cost-effectiveness of preventive regimens fail to account for the impact of attrition on reported costs. Using an economic model in which costs are allocated to fixed and variable components, and data from a recently completed clinical field trial, costs per participant are shown to vary with the rate of attrition. That this variation is usually obscured in reported studies results from methods conventionally used to measure the participants in calculating average costs. This paper proposes a method for resolving this dilemma by allocating costs among the number of beneficiaries in terms of resource utilization.

Abstract: : This analysis of the Army Trainee Discharge Program (TDP) includes a review of the TDP and the literature on attrition, an analysis of existing Army data, and discussions of the projection methodology of ELIM-COMPLIP, qualitative issues which impact on loss rates, and TDP policy and administration. The program, which is governed by Army Regulation 635-200, has been found to be sound. Higher attrition rates are attributed to increased emphasis on TDP at the training centers due to recent Army-wide force competency initiatives. The impact on personnel who are eligible for the Army College Fund has been minimal even though greater numbers of losses are occurring from upper mental category cohorts. The currently-used measures; educational achievement, AFQT score, and gender were found to be valid and useful predictors of TDP attrition. Additional measures that can be used to improve prediction methodology are race, reading grade level, and age. The report includes specific recommendations to improve prediction and management of TDP attrition.

Abstract: : The training costs per graduate reported in this memorandum were originally constructed for use in the Navy Comprehensive Compensation and Supply Study (NACCS). Because of this original purpose, the data used are sometimes quite restrictive (e.g., attrition data for 4YO NPS males), and sometimes quite detailed (e.g., a breakdown by mental group and educational certification). However, the methods used and the results generated have created enough interest in cognizant Navy organizations that it has been decided to report these results separate from the main publication in a form which can be more easily distributed to individuals with specific interests in these types of costing issues.

Abstract: : The Military Applicant Profile (MAP) was developed to serve as an applicant screening instrument to reduce attrition. Since 1979, it has been used operationally to screen 17 year old non high school graduate males. The Army Research Institute (ARI) was asked to explore the extension of MAP to older (above 17) non graduate males, who have higher attrition rates than younger non graduate males. Using 1976-77 data, this research evaluated the validity of MAP for education, race, and age subgroups. Results showed that MAP scores were significantly related to the 180-day stay-leave attrition criterion. Neither race (Black-White) nor age interacted with the MAP-attrition relationship; education level did. The function relating MAP scores to attrition for graduates was significantly below that for nongraduates. MAP would appear to have great utility in reducing the much higher attrition rate of non graduates. These findings require verification, to be accomplished by research currently in progress.

Abstract: Sample groups of about 1,000 men and 1,000 women who joined the Navy in 1975 were followed throughout their first enlistment. This report deals with the effects of gender, traditionality of job, and gender composition of workgroup upon the attrition, satisfaction, advancement, migration, and reenlistment of the women. Wherever possible, comparisons with the men's rates are made.

Abstract: : Enrollment data for the years 1976 to 1981 from the US Naval School of Explosive Ordnance Disposal are examined and patterns of attrition identified Attrition increased linearly over time among all enlisted personnel from all services Attrition rates were significantly higher or paygrades E1, E2, and E3 than for paygrades E4 and above Diving instruction and the physical training program were the primary sources of Navy attrition, while poor academic performance accounts for most of the attrition of non-Navy personnel Students who left training voluntarily did not encounter any more difficulties in the curriculum than students who graduated This indicates that extracurricular factors may be contributing to attrition A review of the training curriculum is recommended to identify the antecedents of attrition and to determine possible curriculum revisions to reduce attrition while retaining quality training (Author)

Abstract: This Thesis is brought to you for free and open access. It has been accepted for inclusion in Dissertations and Theses by an authorized administrator of PDXScholar. For more information, please contact pdxscholar@pdx.edu. Recommended Citation Daugherty, Terrence Scott, "Involvement, social class and attrition in higher education : the case of the stop out" (1982). Dissertations and Theses. Paper 3190.

Abstract: One of the factors that threaten the validity of educational evaluations is data attrition: the loss of students from an evaluation due to missing data. Norwood and Kaskowitz (1974) identified three components of attrition: (1) census attrition, (2) policy attrition, and (3) test attrition. Census attrition corresponds to the loss of students due to a change in residence. Policy attrition corresponds to the loss of students due to a decision not to collect data, such as sampling students rather than including all of them. Test attrition corresponds to loss of qualified students because of absence on test dates, errors in test administration, or errors in data processing. The focus of our study was on a combination of two of these components, census and test attrition, which we shall term data attrition.

Abstract: : This is the final report of a four-year longitudinal study of U.S. Marine Corps first-term enlisted personnel attrition and reenlistment. Brief reviews of the design and major results are presented and the Technical Reports under this contract are abstracted. Finally, conclusions and implications for practice and further research are presented.

Abstract: : Military personnel attrition can be divided into two categories, premature and unwanted. Premature attrition refers to losses before the expiration of the first-term of service due to performance and motivational problems. Unwanted attrition refers to losses of trained, qualified personnel who choose not to continue beyond their terms of service due to economic and attitudinal reasons. The alternative approaches described in this paper for controlling these types of attrition pertain to all of the military services. Specific attrition management programs and models that have proven successful are drawn from Navy experience, but many of them are relevant also to the other services. The paper concludes with a description of what is needed for total attrition management in economically achieving military manpower objectives.

Abstract: The consistent growth trend in the percentage of female students in schools of technology is apparent, but the actual number of females is still relatively small. To compound this problem, the attrition rate for this female minority is higher than that of males. Therefore, the challenge of the 1980's is to continue active recruitment of competent females and, once recruited, to retain them in academic programs. To do so, curricula must be creatively adapted and expanded, remedial help must be made available, financial assistance must be provided, and strong personal support systems must be instituted.

Abstract: : Since 1979, the rate of recruit attrition in the United States Marine Corps has continued to increase. This increase in recruit attrition is costly in terms of both time and money. The purpose of this thesis is threefold. First, it provides a general overview of the Marine Corps recruiting and training process. Second, it attempts to compare recruit attrition statistics between the two recruit depots. And third, it attempts to construct a profile of Senior Drill Instructors with low attrition rates and Senior Drill Instructors with high attrition rates. As a result of the study, the authors present recommendations for future recruit attrition studies; a recommendation for the development of uniform definitions and reporting formats for the recruit depots; and finally, a recommendation that Congressional legislation be implemented which would allow military recruiters access to school and police records of potential recruits.