Abstract
Purpose. The purpose of this study was (1) to determine what factors cause approximately 10 percent of the Medical Corps to leave the navy each year at the completion of their obligation, and (2) to determine those factors that influence a physician's decision/motivation to remain in the Navy. The consistent physician turnover rate of 10 percent appears to be based on the expectations of alternative choices such as financial rewards, though the choices are also influenced by the variables of personal characteristics and personal tastes. Methodology. The overall design of the study was descriptive, based on the model of behavioral retention. The research was designed to collect data via a survey distributed through the Navy and by analysis of empirical data supplied by the Bureau of Naval Medicine. Positional replacement costs were examined that directly and indirectly impact the Navy's procurement policies. A model identifying thirteen key job factors influencing satisfaction and dissatisfaction was developed into eight independent variables that directly impact the dependent variable where the physician makes the decision to remain or leave military medical service. Findings and conclusion. This study found that Navy Physicians were choosing to leave the Medical Corps at their discretion and not solely at the end of their initial obligation. The research also discovered that physicians were leaving in double-digit figures well beyond the midpoint of their military career. Rewards other than financial were identified as primary motivators for remaining on active duty. The leading reason for physicians leaving the Medical Corps was determined to be ineffective leadership. Recommendations. Reinstate the Command Retention Program for Medical Corps physicians and establish a desired ratio of retention for each class and year group. Require all departing physicians to complete Bureau of Naval Personnel (PERS-206) Exit Surveys prior to leaving active duty. Increase the awareness of the Navy's medical programs at top medical schools through intensified liaison and recruiting programs.