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Job satisfaction among Swedish soldiers: Applying the Job Characteristics Model to newly recruited military personnel
Swedish Defence University, Department of Security, Strategy and Leadership (ISSL), Ledarskapscentrum. Karlstad universitet, Institutionen för sociala och psykologiska studier, Karlstad, Sweden..
Inland Norway University of Applied Sciences, Lillehammer, Norway.
2018 (English)In: Military Psychology, ISSN 0899-5605, E-ISSN 1532-7876, Vol. 30, no 4, p. 302-310Article in journal (Refereed) Published
Abstract [en]

A professional military organization was introduced in Sweden in 2010. This means that the Swedish Armed Forces (SAF) need to attract and employ soldiers, and to retain them within the organization. This scenario creates new types of challenges in manning the organization. The transition to an all-volunteer force puts job satisfaction in focus in order to retain personnel. This cross-sectional study of the relations between working conditions and job involvement among 300 recently employed soldiers showed that the dimensions of the Job Characteristics Model related significantly to job satisfaction and work motivation and (negatively) to turnover intentions from the SAF. The results further showed that all the critical psychological states contributed independently to the variance in the outcome variables.

Place, publisher, year, edition, pages
2018. Vol. 30, no 4, p. 302-310
Keywords [en]
Recruitment, retention, job satisfaction, job characteristics model
National Category
Political Science
Research subject
Ledarskap under påfrestande förhållanden
Identifiers
URN: urn:nbn:se:fhs:diva-7356DOI: 10.1080/08995605.2018.1425585OAI: oai:DiVA.org:fhs-7356DiVA, id: diva2:1193052
Available from: 2018-03-26 Created: 2018-03-26 Last updated: 2018-08-16Bibliographically approved
In thesis
1. We want you as our new recruit: Prerequisites for recruitment to and retention in the Swedish Armed Forces
Open this publication in new window or tab >>We want you as our new recruit: Prerequisites for recruitment to and retention in the Swedish Armed Forces
2018 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

The purpose of this thesis was to study the prerequisites for the Swedish Armed Forces (SAF) in order to recruit sufficient numbers of suitable individuals to the organization, and to retain those within the organization.

The thesis comprises three studies (Study 1-3) where Study One comprises data gathered, with a longitudinal design, when Sweden relied on conscription for the manning of the Armed Forces. Results show that those wanting to do international military service assessed themselves higher for required qualities than those individuals not volunteering for international military service. Study Two shows that job satisfaction, according to Hackman and Oldham´s Job satisfaction model, is higher when job characteristics are good, and they in turn affect the Critical Psychological States, as proposed by Hackman and Oldham. Study Three indicates that there is a relation between performance orientation, job characteristics, job satisfaction and retention. In sum, this thesis suggests that there are different incentives for recruiting and retaining personnel to a conscripted force, and an all-volunteer force. Furthermore, the thesis indicates that an all-volunteer force concept is not the best way of manning the armed forces, for Sweden and countries with similar society, size and likewise a critical geopolitical position. 

Place, publisher, year, edition, pages
Karlstad: Karlstads universitet, 2018. p. 71
Series
Karlstad University Studies, ISSN 1403-8099 ; 2018:8
Keywords
conscription, recruitment, all-volunteer force, retention, Swedish Armed Forces
National Category
Psychology
Research subject
Ledarskap under påfrestande förhållanden
Identifiers
urn:nbn:se:fhs:diva-7357 (URN)978-91-7063-837-4 (ISBN)978-91-7063-932-6 (ISBN)
Public defence
2018-03-16, Agardhsalen, Karlstad, 10:00 (Swedish)
Opponent
Supervisors
Available from: 2018-03-26 Created: 2018-03-26 Last updated: 2018-03-26Bibliographically approved

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