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MWR PROGRAMS AND READINESS LINKS: 2003 UPDATE

MWR PROGRAMS AND READINESS LINKS: 2003 UPDATE. 16 December 2003. Background. Previous work (Caliber,1995) examined literature highlighting relationships between MWR (Morale, Welfare and Recreation) programs and military readiness Milestones of the 1995 Caliber report:

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MWR PROGRAMS AND READINESS LINKS: 2003 UPDATE

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  1. MWR PROGRAMS AND READINESS LINKS: 2003 UPDATE 16 December 2003

  2. Background • Previous work (Caliber,1995) examined literature highlighting relationships between MWR (Morale, Welfare and Recreation) programs and military readiness • Milestones of the 1995 Caliber report: • Created a taxonomy of MWR programs • Defined readiness • Specified a model of MWR – Readiness relationships based on findings from civilian and military literature.

  3. Background • The MWR Programs and Readiness Links: 2003 Update: • Reviews and revises the taxonomy of MWR programs and readiness definitions • Integrates post-1995 research, including findings from the private sector, I/O psychology and organizational behavior, and military studies • Updates the MWR and Readiness Linkages Model. • Sources include refereed periodicals, DoD technical reports, business and industry publications and web-based resources.

  4. Model Definitions: MWR Programs • MWR programs are collapsed into the following categories (for the purpose of model simplicity): • Athletics • Outdoor Recreation • Family Services/Activities • General MWR • All categories are maintained from 1995 report with the exception of arts and crafts. (Evaluation or research literature unavailable for arts and craft programs).

  5. Model Definitions: Readiness • Unit cohesion • Includes morale, teamwork, and esprit de corps • Fitness • Includes both physical and mental fitness • Technical Competence • Includes both job-specific and non-job-specific task proficiency • Discipline • The degree to which negative behavior, such as substance abuse at work, law or rule infractions, and excessive absenteeism is avoided.

  6. Model Definitions: Readiness • Motivation/Effort - The consistency of an individual’s day-to-day work effort and frequency with which he/she engages in Organizational Citizenship Behaviors (OCBs), such as doing more than required, working under adverse conditions, etc. • Preparedness - The extent to which soldiers report that they are prepared to deploy and effectively accomplish the Army mission • Commitment - The strength of an individual’s identification with and involvement in the work organization (includes allegiance, determination, and intent to remain in the Army).

  7. Model Definitions: Intermediate Outcomes • Job Satisfaction - The extent to which an individual derives pleasure from a job or experiences on the job • Skill Building - The development or enhancement of the knowledge, skills and abilities (KSAs) required to perform job-specific and non-job-specific tasks • Family Adaptation - The outcome of the efforts by Army members and their families to manage the demands of Army life and to work together as a team in meeting Army expectations while achieving individual and collective goals.

  8. Individual and Unit Readiness Dimensions Unit Cohesion Technical Competence Motivation/ Effort Fitness Discipline Prepared- ness Commitment Self and Collective Efficacy Intermediate Outcomes Skill Building Job Satisfaction Family Adaptation Perceived Organizational Support MWR Programs MWR and Readiness Linkages Model: 2003 Update Exhibit 1: The Updated Model

  9. Results: MWR and Readiness Linkages Model: 2003 Update • Differences between individual and unit readiness • Sub-components of existing readiness dimensions • Unit Cohesion • Organizational Commitment • Motivation/Effort • Findings from the recent literature • Variables unique to the 2003 update: - Perceived Organizational Support - Efficacy

  10. Differences between Individual and Unit Readiness • Unit readiness and individual readiness are related, but unit readiness is not simply the sum of individual readiness • Aggregate, unit-level measures may mask differences in individual readiness • Unit-level factors (e.g., cohesion, climate, etc.) provide a “context” that influences individuals and their personal readiness • MWR programs can potentially impact both unit and individual readiness.

  11. Unit Readiness Dimensions Cohesion (task cohesion) MWR Programs Athletics (e.g., team sports ) Differences between Individual and Unit Readiness Exhibit 2: Example of Potential Interrelationships Between Model Variables Individual Readiness Dimensions Commitment Individual Readiness Dimensions Fitness

  12. Subcomponents of Existing Readiness Dimensions • Cohesion subcomponents include: • Social cohesion: bonds based on social factors such as interpersonal attraction or shared physical/emotional characteristics • Task cohesion: bonds based on shared commitment to the accomplishment of group tasks. • Commitment subcomponents include: • Normative commitment: adoption of organizational or group values and norms • Affective commitment: emotional linkage to the organization or group • Continuance commitment: fear of the costs of leaving • Motivation/Effort subcomponents include: - Organization citizenship behaviors (OCBs).

  13. Subcomponents of Existing Readiness Dimensions Exhibit 3: Subcomponents of Readiness Dimensions

  14. Readiness Dimensions Motivation/Effort (OCBs) Intermediate Outcomes Job satisfaction MWR Programs Family services/activities; Recreation Subcomponents of Existing Readiness Dimensions Exhibit 3: Example of the Role of Subcomponents in the Revised Model

  15. Findings from the Recent Literature • Direct Linkages: • Involve studies of military populations • Involve military MWR or other Quality of Life (QoL) programs • Based on studies that report direct (i.e., unmediated) relationships between MWR and one or more readiness dimensions or subcomponents • Exclude studies that do not demonstrate methodological rigor (e.g., random sample selection, reasonable response rates, unbiased instruments, etc.) • Indirect Linkages • Include military studies showing mediated relationships between MWR and readiness • Include all the civilian or private sector literature reviewed for the report.

  16. Individual and Unit Readiness Dimensions Unit Cohesion Technical Competence Motivation/ Effort Fitness Discipline Preparedness Commitment Family Services/ Athletics Activities MWR Programs Findings from the Recent Literature: Direct Links Exhibit 4: Direct Links between MWR and Readiness - MWR programs, in general, are related to most readiness dimensions - MWR programs focused on family services/activities are related to commitment and preparedness - MWR recreation and athletic programs are related to fitness.

  17. Findings from the Recent Literature: Direct Links • Example: MWR Programs Commitment Studies providing evidence of this direct link: - MWR programs are associated with intent to reenlist among Marines (Kerce, 1996) - Shipboard leadership reports MWR impacts commitment. A majority of those satisfied with Navy MWR report MWR impacts commitment (Kennett, 1999) - Satisfaction with MWR is related to continuance commitment. Spending on MWR results in positive return on investment (Koopman & Goldhaber, 1997).

  18. Findings from the Recent Literature: Indirect Links • Links between Intermediate Outcomes and MWR or Readiness: - MWR programs, in general, are related to satisfaction with military life - Youth services programs are related to skill building among youth - Family services/activities are related to satisfaction with military life and to family adaptation - Family adaptation is related to preparedness - Skill building is related to technical competence - Job satisfaction is related to motivation/effort and to commitment - Readiness components are interrelated (e.g., unit cohesion is related to motivation; motivation/effort is related to commitment).

  19. Findings from the Recent Literature: Indirect Links • Links between private sector employee programs and organizational outcomes: - Work-life programs aimed at balancing work and family roles are related to commitment, motivation/effort, and job satisfaction - Employee assistance programs (EAPs) are related to discipline - Employee fitness and wellness programs are related to fitness, discipline, and commitment

  20. Findings from the Recent Literature: Indirect Links Exhibit 5: Links between private sector employee programs and organizational outcomes:

  21. Variables Unique to the 2003 Update • Perceived Organizational Support (POS) - A global belief on the part of employees concerning the extent to which the organization values their contributions and cares about their well-being - Represents an additional mediator between MWR and readiness - Emerging literature links POS with commitment, job satisfaction, motivation/effort, and other readiness dimensions - POS is negatively related to absence and turnover intentions - Few military studies employ or measure POS.

  22. Readiness Dimensions Discipline Motivation Commit-ment Perceived Organizational Support Intermediate Outcomes Job Satisfaction MWR Programs Variables Unique to the 2003 Update Exhibit 6: Linkages of POS with MWR, Intermediate Outcomes and Readiness Dimensions

  23. Variables Unique to the 2003 Update • Efficacy - Beliefs held by an individual (self-efficacy) or by a group (collective efficacy) about their ability to complete a task - Represents an additional mediator between MWR and readiness - Those who report higher self-efficacy react less adversely to physical and psychological stress, and contribute greater effort - MWR programs/activities that contribute to soldiers’ knowledge, skills and abilities (KSAs) may enhance self and collective efficacy.

  24. Readiness Dimensions Fitness Motivation Effort Self and Collective Efficacy Intermediate Outcomes Skill Building Job Satisfaction MWR Programs Variables Unique to the 2003 Update Exhibit 7: Linkages between Efficacy, MWR, Intermediate Outcomes and Readiness Dimensions

  25. Conclusions • Military QoL programs, including Army MWR, enhance perceived organizational support (POS) among military Service members and their families • POS, in turn, impacts a number of readiness dimensions, including discipline, motivation/effort, and commitment.

  26. Conclusions • MWR programs in general, and family support programs in particular, positively impact family readiness and family adaptation • These variables, in turn, influence individual and unit readiness.

  27. Conclusions • Through their influence on soldiers’ job satisfaction, MWR programs can impact readiness by helping to foster organizational citizenship behaviors • Most employee programs shown to positively impact organizational outcomes in the civilian sector have a military counterpart within Army MWR programs.

  28. Limitations of the Study and Next Steps • Inferences from civilian sector studies are only valid to the extent that civilian programs and populations are similar to those found in the Army • Linkages do not speak to the strength of the relationships • Not all programs may be linked, even indirectly, to readiness. • No evidence exists in the absence of research. Additional research (e.g., program evaluations, meta-analysis) is needed on the effectiveness of MWR.

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