Quality of Life in the U.S. Navy: Impact on Performance and Career Continuance

Previous research has shown the importance of quality of life (QOL) for critical organizational outcomes such as the retention of U.S. Navy personnel (Wilcove, Schwerin, &; Wolosin, 2003 Wilcove, G., Schwerin, M. and Wolosin, D. 2003. An exploratory model of quality of life in the U.S. Navy.. Military Psychology, 15(2): 133–152. Taylor &; Francis Online], Web of Science ®] , Google Scholar]) and Marines (Hindelang, Schwerin, &; Farmer, 2004 Hindelang, R. L., Schwerin, M. J. and Farmer, W. L. 2004. Quality of life (QOL) in the U.S. Marine Corps: The validation of a QOL model for predicting reenlistment intentions.. Military Psychology, 16(2): 115–134. Taylor &; Francis Online], Web of Science ®] , Google Scholar]). These studies employed a life domains approach addressing a full range of work and non-work life needs as well as specific aspects of each life domain. In contrast, most other research exploring outcomes critical to military organizations focused only on work life needs of personnel (e.g., job satisfaction, organizational commitment, command climate). This study extends previous research by (a) including both performance and career-continuance plans of personnel as outcomes of interest, (b) exploring the contribution of an additional life need—spiritual well-being—to the measurement of QOL, and (c) examining changes in perceptions of QOL over time between 1999 and 2002 among U.S. Navy personnel. Implications of findings to military personnel, families, and manpower and personnel policy as well as future directions for research are discussed.