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Armed Forces & Society
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After 9/11, What Kind of Reserve Soldier?

Considerations Given to Emerging Demands, Organizational Orientation, and Individual Commitment

James Griffith

Maryland Army National Guard, Baltimore, GriffithJH{at}verizon.net

Two concepts, Moskos's institutional—occupational orientations and Meyer and Allen's organizational commitment, were used to develop several hypotheses concerning relationships of soldiers' stated reasons for joining and staying in reserve military service to their stated career intentions and to perceived unit readiness. Survey data were obtained from first-term, junior-ranking enlisted Army National Guard soldiers nationwide at three time periods. Time periods corresponded to different phases of the Iraq conflict— before, during, and after the initial invasion. The number of soldiers at each time period equaled about 7,000 to 8,500. Results suggest material incentives may increase recruitment and retention, yet at the same time, such incentives may not enhance readiness. Rather, incentives fostering normative and affective commitments, such as joining and staying for camaraderie and service to country, were related both to self-reported career intentions and perceived unit readiness.

Key Words: reservists • recruitment and retention incentives • readiness • occupational— institutional orientations • organizational commitment

This version was published on January 1, 2009

Armed Forces & Society, Vol. 35, No. 2, 214-240 (2009)
DOI: 10.1177/0095327X07312490
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