AD-A019 002

DIMENSIONS OF CERTAIN ARMY OFFICEF POSITIONS DERIVED BYFACTOR ANALYSIS

Arthur C. F. Gilbert

Army Research Institute ,"or the Behavioral and SocialSciencesArlington, Virginia

December 1975

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Technical Paper 269 A IIDI

DIMENSIONS OF CERTAIN ARMY OFFICER

POSITIONS DERIVED BY FACTOR ANALYSIS

Arthur C. F. Gillrit

Bertha H. Cory, Work Un., Leader

MANPOWER DEVELOPMENT AND UTILIZATION TECHNICAL AREA

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December 1975

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IS- SUPPL EMENTARY NOTESCont;-nL- of this iaper were presented ai th i thAna et fteMltary

Testing Association, October 1-- _r wdýr the tit],? "Classification ofArmy Officer Duty Positions: Implications for Training Requirements"

19- KEY *ORDS (Conrirn, reve,,. tide if necessry a ld-~fllY by block numbrrwcccpational psychologyFatrnlyi

Vocational p)sychology Industrial organization and d-vlopmentCareer development

p~d1oi -r ui tlizaLioll

20 ABSTRACT tContlnl,e on r~evsel sdo if jre.sary And IdenIIIY hV block nnbi

Anwapproa, tote ecrpIi of Army officer duty positions is tocluster functionally related tasks into "duty modu les" Thiis report assessesthO efficacy of this approach. Task-analysis data were collected from %3-

Infntr oficrsand Qatraster officers in representative duty positionsdescribed by -- duty modules; data reflected duties both tinder actual orsimulated combat conditions and under gar-rison conditions. Thiese data werefactor analyz-Žd by the principal1 components method and the factors were rotated

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F wLh ariumx method. Rest- I Ls indi cau~tha --xl otcer dui-,

laib dvid~d si x fac trs thait d~mr -~ sc ~ r ~ or: Un i L u-n-dopn-ra tio'ns .-nd ra in i Il-. :!Mnpvwcr and pe~tml log~ist~ I ic i ,

troop we I fare. lbe dutv -.nudul Coce) tis ollnfm-d --niouzs strategy -or id.~Linjng Arm:v dtuy pos Lin an d-trmni- Hr el atiionsl)szimong tn~epositions: this approach canMI ulssd tO I1Vl~\eioi carecr progressionnmodels and to relate officer-.; training- to thLni i ssigr~ t. o thle OfficerPersonneivMinaern System.

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L TItkaiCc- a I P rpir 269 i)• I

DIMENSIONS OF CERTAIN ARMY OFFICER

-POSITIONS DERIVED BY FACTOR ANALYSIS

Ai thu, C. F. Gibreit

Bertha H. Cory, Work Unit Leader

MANPOWER DEVELOPMEN1 AND UTILIZATION TECHNICAL AREA

Ralph R. Canter, Chief

Submitted By

E, R31ph Dusek. Director J L -INDIVIDUAL TRAINING & PERFORMANCE -ECH__C-i r T'E-

RESEARCH LABORATORY

U S ARMY RESEARCH INSTITUTE FOR THE BEHAVIORAL AND SOCIAL SCIENCES

Office. Deputy Chief of Staff for PersonnelDepartment of the Army

1300 Wilson Boulevard. Arlington, Virginia 22209

December 1975

Army Project Number Off ice Career Mrjmt Sysmi,.20762717A712

ivA43prove( for ruahC rrle.ise. i 1odisl Pl tf.amw u i at,a-d

ARI Research Reports and Technical Papers are intended for sponsors of

R&D tasks and other research and military agenc'es. Any findings ready for

implementation at the time of publication are presented in the latter part of

the Brief. Upon completion of a major phase of the task, formal recommen-

dations for official action normally are conveyed to appropriate military

agencies by briefing or Disposition Form.

- - ------

FOREWORD

An *mptointat pall IIf the to-wa, di of ttvhe Moilpowei evefowimnt'it 111(l U111wi,,tiosi TedifipralgAivei of the Armiiy Research Insi tut li ot the Heftivirsia a1 rid Social Scieuwc.s (AR? 11 pprI

-fteccire e C Ifll? maa~li'iint foi Al my offie indi mil( Iisted Ipi'1mOflfl, AR I hag if-o-voe~iitheIi.Ct'(11I-cf itof 1114 "(fifty 111odule" mi (p ouimiri sets of thisks arid .its (fe~f ilrq t efdtl~IS1i1%h~ .irrinihip MOS.111(i Cale' s*' p.ciagtties. t'eercti InI suilpol t of the Off ice? Pvr sonet Marimuplerieit Sys.ttrriv fOPNIS

has pm (fliidi' the Inothodrloki1;irxiI Sti icutue lotn a Cirver dlevelopmirient Ia! I ice to S#1i i-polt effectiv.'

cxm eei mainatltemile 1nt ~rieIs, usia li' Ihe 11ty modu1- toi' 41(111f . er for n il-nci m *'t tI-ilan 'eIs jiCf ($

ottictm MOS amnd car eeth balicha's. Thi% eliott I dalv/e% task-.inalysis f iv~id Haw, mn ir'iesemitat iv.'offit-IC duty nosit ions Itilt! TheI faniv tm ini Otiar temasidt('i Ifinches mid jl1vetfigfes tha.t ffir (hity

n10(Iiits aifetluately dvli'sihie these, do t poisit ions. Dutyt modtiil* sets iii the other off icr cdm eel

ii .miches are unnder devl'iopment't. This rese.jitch as condi ictecl tintlei R DTE Project 20762 71 7A7 12.FYV 1975. Wor k is iisp;)~nsive to sp'cialf inequie ofia'its of tilt- Dieputy Chief of Staff for Pet ois-1fl',

particularly the Dii ectoramte of Miliitary Personnel Mu aiialemnl, Off icer Division.

J. E. 'UHLANERTechnical Director

vi

1,- R-1 - -

DIMENSIONS OF CERTAIN ARMY OFFICER POSITIO'. DERIVED BY FACTORANALYSIS

BRIEF

Tdtermine !fie under lying diii enSlroiýS reta~eIfnr Ofd Q rI tIintPr offyi

dutty msdtions desciibed it ieim.s of dtyltý Imdl (C1histels of ep:ifin fi lcoiii rv-itetd ts~

and the extent tc, wyhich these dinin.lnstons corlespond o functional nIrouns Of Otffe=-r dutlies

Procediure.

Data vver.o analyzed firom a fielid survt- of -493 lnfaivt y officers andi 744 Oua. termsteit officer!,

In 93 dniderent duty monales, the data, refiflctp j ictuali citis urifi ~ctuwi or siniitiaei combatcondtios ad uder arrsonconrtis. A pt-icipat co Ponens faCtn, -rr.aiys deter ninedl III

basic dimensions of the dfuty wod~uieq adn~ artuaat dutz s-

For 1b0t- combat and] tarriSoli cunditio-is. Infuntry, -nd Quretrd!- olffcer dut-, positions

can be deoscohedi- by six factorsý v.11101 rf~lf!C the- fiOCtiOl'S Of (11 unA c-nad.(21 operationsand training, Q!~ manoovlr~ and petsunnetz 14,t ogistics, (5i intelliirincpr aJrld (6) troon Vweffa.o_that order of importance for com-bat condirrons, under tiairison cue-! tcns, nanuoweru aridpersonnel functions rank second, ui.rorat-ons, and rizo :fnt~t~rdI~ o- module

concept I-. confirmed as a ltonical ndpr'-oous stralevy In. di-fiuzuriq Ariv ot nfcer diitvpositions and for steaiigrelaton 3110,10 thos'= trC.Ston5-

Utilizatiot of f~ninq

Duty module~s can-I used to ~1tentif; ~elauciristiiis amionq. duti, positions. ielatz, luda..1mr and

experience to officer assvignent alturriatwves. aod relate ii~iountn prol'qi es toI Iss;'li~niIlt needs A- ~~~career progression mrode; for the Officer Personnel ~sa'e~tSystemi, b.se or!Ih strictr

provided hy, dutty modules and related research. ýs exne),ctud to delaw,,te offbcuir tr.inird( and (fitl%

assignments and cooices for career deve-lopment in the major OPMS lin.tv and cafeel !)r.nches

vii

DIMENSIONS OF CERTAIN ARMY OFFICER POSITIONS DERIVED BY FACTORANALYSIS

CONTENTS

Page

PROCEDURE

RESULTS

ý ombat Operations and Support ConditionsGarrison Conditions

DISCUSSION

TABLES

Table 1. Percent of variance accounted for by each ofthe six factors in actual or simulated combatoperations and support activities

Percent of variance accounted foc by each of thesix rotated factors in actual of simulated combatoperations and support activities

Loadings of duty module variables on the unitcommand factor for combat conditions and forgarrison conditions, after rotation

Loadings of duty module variables on the operationsand training factor for combat conditions and forgarrison conditions, after rotation

.Loadings of duty module variables on the manpowerand personnel factor for combat conditions andfor garrison conditions, after rotation

Loadings of duty module variables on the logisticsfactor for combat conditions and for garrisonconditions, after rotation

VIII

TABLES (Cunua-irwd Page

Table 0u it euv !ib- on tIki~- iLziILato 101 Ow,*-.bAL coniditionM andm Lr

'~on'.oct ion, AterroLat-,un

* ulzcrccnL 0L J.1 1.cco~ Scotio 01 or nv #ahoi

si acto -a~o * o ro;-s on a-

*- :1r ~t inofn- 11 aracvs Auou tL - o br rd L- talEeoi

st ort-td Lactor~ in garrisonacitit

DIMENSIONS OF CERTAIN ARMY OFFICER POS:TIONS DERIVED BY FACTORANALYSIS

A101ortio of the rese-arch eoffort in th Armiv ReseacIntuefothe Behvioral and Social Sciences AR is cocred;t developmlentof :%thodologaiv- to iaci;L i tateMt imLementatLion of the Offie t Personnel

nanalze4,k:t Sytm uM an betv of this research is to design

acaree-r progression model- that .aiLl reflect the skill and ex-pe2riencereq~uirements in e-achi of th,- different officer Sptteld4Lies- _1t SuICCes-sively hig-her levels o f res! onsib Ilityv. This model willi facilitate t;he

tassii~lpmint of officers to those, p.osit-.ions in which their pjrjor expnon-

Design ofIt an adequate career progression model reursan adequatedescription of the dutiess anjd responsibili tit s In each of the variousduty n-sit-ions that Arm;'y v- fcers occupy. Furthuermore. the- slyStemr usedto describe the- du1ty nosi-tionS :must atso0 (-scrine the ..s-periece s of the

individual officer. OneU approach, to this, problem, ta-sk,- a~allysis, hasthe liiainthat tco manv, task, statem-,entsz are n Lde o de-scribe aprticuilar do':y sosition. tor examplem, Lanek an d Mrhl 2 used task

statements in a stuiy of h duties- of C o.hat Infotrmation Center Offi cerin the N'avy. Also. SnuC-_rifc ti-sk state-ments are too fragmentar; to

'.describe a bread s5-ec-truz of duties or to defi'jne nersonnel or. training

An approach that, eve-rcorve'S th--S? uiiat is to clstr fun ct:i.o nally re-lated tasks into dcvmdls n uypoiin.av:b d-2scrihed

p-one- or more of tnslmlh[s ils. ti-2 duty n o rue r1tie than thesnecifi:c taisk býecomes thI uni t f-or de-scriptLion of- a1 p.os~ln ietmodu le- could b~used to clef]1 .1 a It) only the-- ducios but rh-~ "dcation andexpexriences of an indi-idua I

In _j'1 earlieCr stud'., Sittezrson. an icrsundyoe ut ouein L-e £nfan trv an d- Quaý-r r .. axsv LubDranche C1 1.1 el~ Colle.2C t ed task -,I :

U.S Deartenta:the Army. O-ffc-~r-Profecssi onal- Deve Loptx-nt an

Utilization. DA Pamphlet -- . Wshingt-on. D.C., I--

2 Lane. G. L. , and MairshalL, C. T. OccUupation-a-L;uavi FnlRpr

on- the Design of a Nav'&-Officer Occupational Analysis Systm_. -MR-- i..Washington. D.C.: Naval 'Personnel Research and.Dvlomn

Laboratory, June -.

3Sittetson, John D., Jr., and Wintersteen, Joseph 0. Re12suLts, of FieldSurvey to "Evaluate an ExperimeintalSot of Duty-Modules. SilverSpring. Maryland: American Institutes for Research, January lt

informatioa on representative officer duty positions in these branchesand developed -- duty modules from this infor,.ation. They thenconducted a field survey, using these duty modules, to determine theadequacy of the new approach in describing positions under both combatand garrison conditions. Tllhe results of this survey "-erified theadequacy of the duty module approach in describing offi er duty positionsin these two branches.

The purpose of this research vas to determine the underlying dimer,-sions of Infantry and Quartermaster officer duty positions when thesepositions are described in duty module terms, using the data collectedby Sitterson and Wintersteen. Thie extent to which these dimensionscorrespond to functional groupings of Army officer duties provides aziindication of the efficacy of the duty module approach. As a furtherevaluation of the new approach, the duty module data were analyzed forboth combat and garrison conditions to determiine if the same dimensionscould be used for both.

PROCEDURE

Subjects were -- officers, of whom __-7 were in Inlfantry positionsand -- were in Quartermaster positions. The research data reflected theinvolvement of these officers in the _, different duty modules in actua.lor simulated combat operations and support, and in garrisozi conditions. 5

Separate parailei analyses were performed for these two types ofconditions. Subje•cts were grouped by grade, position title, type oforganization, and Military Occupational Specialty. For the purpose ofthese analyses, first and second lieutenants were pooled. Organizations

were classified in terms of category e.g., Airborne, infantry. Mecha-nized Infantry, or "not combat deployable" such as post headquartersand on the basis of function e.g., headquarters, line, or support-.

After the subjects were divided into groups, two data matrices wereconstructed, one for combat ccnditions and one for garrison conditions.The rows of these matrices were defined by the groupings of subjects andthe columns .erz definced by the _-- duty modules. The value of each cellentry in each matrix was defined by whether or not a member of a partic-ular group perfori;ed the duties described by a duty module. If a memberof a particular group performed the duties described by a particularduty module, then the cell entry defined by that group row and thatduty module column- was assigned a value of "1"; if not; then the cellentry was assigned a value of "0."

SSitterson and Winterseen, >-., op. cit.

Field collection of data was performed by Ana,2rican Institutes forResearch under Contract DHC->---C--jj.

A matrix of the order x i5 was derived for tile data representingcombat conditions for the -o6fficers; another matrix of the order of;1• x -• was derived for these subjects for garrison conditions. Then,for each matrix, columns in which less than -. of the cell entries were

P"lj were deleted. The data matrix for combat conditions reduced toFal x and that for garrison conditions to -2 x

An intercorrelation matriN was next computed for both combat-relatedand garrison-related conditions using phi coefficienLs between duLymodules across the groupings. These correlation matrices were factoranalyzed. A principal components solution was obtained in which thehighest absolute row value for each row was used as the diagonalestimate. Factors with eigenvalues greater than w.J3 were extracted andthen rotated by the varimadx method.

RESULTS

Combat Operations anod Support Condcjitiors

Six factors with eigenvalues greater than . accounting forof thE common variance, were extracted from the data on combat conditions.Table I shows the percent of variance and the cumulative percent ofvariance accounted for by each of these factors. Table s shows the per-cent of coinr~on variance and the cumulative percent of common %arianceaccounted for bv these six factors after orthogonal rotation. The sixcombat-related factors are arranged by decreasing size of theireigenvalues.

Factor i. _nitCo=nar.id. This factor reflects a unit comnander'sactiVities in a Variety of roles, ranging from unit administration todirecting and controlling the tactical employment of troops, as indicatedby the loadings of the variables oo this 'actor Table 2-. Other variablesthat load substantially on this factor include direct participation incomibat, responsibility for supply operations, the training of troops, andgeneral management. The role of the unit commander in exercising hisauthority on judicial matters, which is solely his prerogative, isreflected in the duty module on the exercise of military coimandauthori•v.

Eactor-l!, Operations and Training. This factor reflects an opera-tions and training constellation of functions at the staff level. Fivevariables, shotn in Table •, identify duty modules that involve generaladministration, operations staff functions, operations planning stafffunctions, training staff functions, and the frganizing of staff func-tions. Defined by this factor are organizational duties sLoch as pro-viding advice on planning unit functions or on the use of iranpower andmaterial resources; these are reflected in the duty module on nrganiza-tion staff functions. Staff work directed toward defining the opera-tional requirements of the organization and the monitoring of theexecution of operational orders and directives is represented in theoperations staff duty module; staff work involving the actual planningof operations is reflected in the operations planning module, and staffwork essential to maintaining the operational readiness of the organiza-tion is reflected in the module on training staff functions.

-PERCENT O VARIANCE ACCOUNTEI) FOR BY EACH OF "\tE SIX FACTORS

PERCEN AC'TVAL OR SIMULATED cO.BA'r OPETNS A

i AND SUPPORTr Acl'JVlI'rES

b- tCCtidCo Lt ion lFactors Variance Cu.mulativc a Var iance

- Unit Command

- Opetations and Training 2.'

-AM anpower and Personnel 12 -,

L Lovistics -"

Troop Wel- are -

Tab I

PERCENT OF VARIAlNCE ACCOUNTED FOR BY EACH- OF THE SIX ROTATED FACTORSIN ACTUAL OR SEMULATED-COMBAT3.iJ OPERATIONS

A ND SUPPORT ACTIVITIES

-Comba-t-Condition Factors VarianiC-e Cumulaive Vafiahee

U Un-itL Comiluafd lZ

o Operations and Tfainihi6g T-

SManpower afid Personnel _

Logistics 1,2

Ttoop- Welfatre

Table

LOA~h~S F DTYMODULE VARIABLES ON THiE UNIT CO>DWND

FACTOR FOR COMBAT CONDITIONS AND FORGARRISON CONDiTIONS, AFTER ROTATION

Loading~Combat G ar f--*s on'

Du cy ModuLe Variable Factor Ic Factor

Z-. ~Petfor[TS Unit administration 7

Directs and controls tacticalemployment of uni t

Exercises militaryv command authority

Trains tfoops and/or civilianemp~loyees in Units and activities 1

Per forms supply operations atconsu-mer Unit level

Parttic-ip-a-tes indi-viduall~' Sad directlyin gtoun-d combat

Petfofiiis cofmmand or- genteral mianagemffeit

Supervises troop appearance -a( date afid,ia-ihtefiance of- material and Tacilit-ies

Coufisels anid evaluates subotdinfites astroop leader and takes action oft personalptobler-s

Super-vises a startf sectiont, detachifentL,

i'eftorms geea adiitrto

aGamrion loading!s have been reflected.

bvartaw)e tias a substantial foadlium. (ire. over .30) on another factor in tiho same analvses.

c Variable not .1Includei Inn jina. :sus of datzi for gar-ison cond-trons.

LOADINGSý OF DUTY- MODULE VARMiBLES- ON- 111E OPERNT1lONS-AN D TRAINING ['ACTOR FOR COMBAT CONDITIONS AND FOR

GARSiSON CONDITI ONS, AFTER ROTA\TION

- Loading-___C omlba t G a r- is on

Duty Module Variable Factor 11 Factor III

Performs or-ganization staff- funcie~onSin a general. staff or other-coordinating sta.ff

Performis operations staff functionsin a general staff or othercoor~dinating staff -~-

Performs trainling staf f f unctions .-

Performns operations plafminU-g stafffunctions in a general staff crother coordinaIting staff

PerfOrms general cidm'-n~istratioii.1

aV-1-abIi has ai Sulsta-itwia loading (U.c over.3O) on another fictor in tiie sainu analysks.

Eac-torI1L.M;-'atiltpwer anid-Peisonnieii Table show.s thle four- var-iablesthat bodd substantially oii this ffactor in the- comb At--cotidit ion analysis.-These variables identify# duty miodulas that involve supervision of a staffsection, manpower management staff functions, per-sofinel ffianag'emeiit stafffuifictiof-is and staff- functions pertaining to personniel services; Genler-mally, this factor reflects Planning and utilization of manIfpower resouircosas well as personnel management. The duty, module on- personnel servicesdeals with provision for such things as thle spiijitual ýveLfare, housingand dining facilities, and well-wbeing of depende'nts, in or*,er to inisurethe morale and -well-mbeihg of personnel.

Fac-tQr -LX,-Lo-gis-tics. This factor was dofincd by~ five variabl, s.sonin Table . which correspond to dut'y uodzilos dealing with general

administration4; supervision of a staff section, detachment, or office;,performtnaico of supply staff func-tions;1 the perfotrmance of malintenanice-staff functions'. -and the performance of logistical staff- functions. Thisfactor concerns the overall p-lanning for and the acquisition of resourcesand material; Staff wor~k necessary for the more specific aspects ofoperational Support is also involved, As well as responsibilities forgeneral administration- and the supervision of a staff soctioi..

Tabte

LOADINGS OF DUTY MODULE VARIABLES ON T111E MA\NPOWER ANDPERSONNEL FACTOR FOR COMBAT CONDITIONS AND FOR

GARRISON CONDITIONS, AFTER ROTATION

S.. . . ._ o a d i ii ,

Combat GarrisonDuty Module Variable Factor III Factor- 11

Per forms personnel I managemen t stafffunctions

Performs staff functions pertaining to

personnel services

Perforns manpower management stafffunc tions

Supervises a staff section, detachment,Of office

Performs special staff addministrativeor adjutant type functiohs _

3 Perforrms headquarters mafiagement staff

func tions

i V ai ble l sa substantiai loa(ing e:, over 3J) on anoithoL factor rn the Same a•ltysis.

tb Variable not included in analysis of data for combat conditions.

"Table

LOADINGS Or DUTY MODULE VARIABLES ON THE LOGISTICSFACTOR FOR CO:MBAT CONDITIONS ADND FOR

GARRISON CONDITIONS, AFTER ROTATION

Co..bat •Loading-.--Combat Garriison'

DuLty Module Variable Factor IAV' Factor IV

Performs logistical services

staff ftnlctions

Performs supply staff functions i-

Performns maintenance stafffunctions in a generail staff orother coordinating staff

Supervises a staff section,detachment, or office

Per forms general1 administration -.b

I Gawtison loadings hav-- -been ief1ectlud -

SVa,.abt_ has a s1tsi ilial loadin•g ov., 20) on another factor ims the same analysis.

= -= ==i- =--~-- -~-

Factor__V_,_I ntelligence. "our variables define this factor, as shownin Table -,and c~orrespond to duty modules on general administration,supervision of- a staff section,- com-bat intellig-nce staff functions,. andcounterincelligence and security staff functions. Th1is factor describesthe functions of an intelligence sta-f f officer with responsibility for

3planning production, preparation, and dissemination of combat intelli-gence data as well as responsibility for the internal Security of hisunit. The factor Also includes~ generz~l administration andoUpervision

M of a staff section.

Factor VI, Troop-Welfare. Four variables with substantiail loadingson this fact-ori shown in Table ,correspond to duty miodules involvingcounseling and evaluation of subordinates, supervising troop appearance

and care Anid maintenance of materiel and facilit~ies in unit, pefforinanceof supply operations at the unit consumer level, and training. Th1isfactor is related to the duties that an officer performs in face-to-facerelationships with troops. A primary concern for their welfare appearsin the module on counfselinig and evaluationi of subordinates; the moduledealing with supervising troop appearance and 11maintenance of.mteiexpresses a concern for ant environment coniducive to unit effectivenessand for the comfort of his troops.

Garrison Conditions

ixfactors with eigenvialues gteatcr thn13j, account~ing for

5.!,!=-of the vfi-ar te were extricated fr-6m the data on garrisoniconlditions. Taible Jshows the percent afld cumulative percent of thevaianice alccountted for by these factors; 'table 13. shows the percent andCumul-ative percent of the coiim-nof vatrhfice accounted for by these factorsafter orthognofal rotationi.

The six factors that eziiefged showed broad similarity of conitenlt to-th ose that emierged- from the data ont combat and combat-related activities.Howeeire, these factors differed in onle respect in termas of the size oftheir corresponidinig eigenvfiluesi which were, iii descending order: Factor 1,Unhit Conm-and; Factor 1i, 'Manpower and Personnel; Factor 111, OperationsAnfd TtAiniftgý Factor IV, Logistics,; -Factor V,- Intelligence; and Factor VI,Trcop Welfare; In the analysis of the garrison-related data the sequenceof magniitudes of the eigenvalfies was slightly different from that in theanalysis of combat-confditions data. The factor r,;flec.tihg imanpoiwer afidpersonnel functions had a higher eigeflvalue in the garrison-conditionanalysis that the factor reflecting operations and training functions;the reverse occurred in the combat-ocondition analysis.

Factor- , _UfiitCoi~mInftd. Thsfactor was defined by duty modules thatranged fr-6fn untit Adm-ifi-ist-raticn to -tactical- employment of troops. Table

shows the reflected loadings of the variables on this factor, whichtended toward bipolarity with two of the ten variable soIgsu tnia

negative loadings. Unit Adminiistration has the highest positive loading,as in the comibat-condition analysis; general administration has thegreatest negative .loading. One end of this bipolar factor represents

Tab L

LOADINIGS OF DUTY MODULE VARIABLES ON 'T1E INNTELLIGINCIE FACTORFOR COMBAT CONDITIONS AND FOR GARRISON

CON'DITIONS, AFTER ROTAT..ION

Vat- -Load-Lngcombat Garrison

Variablet Factor Vý Fac tot~ V

. ýEyPerforms counterintelligence andsecurity staff func-tions in ageneral staff or other coordinatingstaff

Performs combat intelligencesta~ff functions *

Supervises a staff section,deta-clme ft t o office *7

a-Perfor-§ general. administration .~

8Variable has a substantial loadbin~j (i.e., ever .30) on anotlier factorm~ the same analysis.

Table

LOADWINGS OF DUTY MODULE VARIABLES ON THE TROOP WEL1FAREFACTOR FOR COMBAT CONDITIONS AND FOR GARRISON

CONDITIONS. AFTER ROTATION

Load ing --

Comibat GarrisonVariable Factor VI, Factor VIq

Supervises troop appearance and careanfd maintenance of materiel and

a_facilities iti unit

Counsels afi~d evaluates subordinatesas troor lea-der and takes action onpersonal1 problems ~

Performos supply operations at consumerunit level a

Tra-ins troops anid/of civilian employeesa a

in units and activities .T

aVariable has a substantial loaclinq (i.e.. over .30) oni another factor in, tht. same analysis.

Tab le •

PERCENT OF VARIANCE ACCOUNTED FOR BY EACHOF THE SIX FACTORS IN

GARRISON ACTIVITIES

Garrison-Condition Factors • Variance Cumulative Variance

1 Unit Conand JJ. ;5 16. -

2 Manpower and Personnel 11.6.

Operations and Training .31

L Logis tics -. o 40....

5 Intelligence 6. 10 2. 2

6 Troop Welfare .7 .-1--

Table 10

PERCENT OF VARINCE ACCOUNTED -FOR -BY EACHOF THE_ SIX ROTATED-FACTO_ýS_ IN

GARRISON ACTIVITIES

Garrison-Conditioh Factors Variance Cumulative Variance

i Unit Co6fnand 13.&.

2 Manpower and Personnel 11.5, 1,

3 Operations and Training io.5

4 Logistics

5 Inte.ligence " -12

6 Troop Welfare - 5!

- 10 -

the unit conmmand activity, while the other represents an administrativeaz function- Five of the six variables that had substantia loadings on-9- this factor for comnbat conditions also had substantial loadings for

garrison conditions; the sixth, participation in ground combat, was notused. Two variables which did not define this factor for combat condi-

ME -tions--general administration and the supervision of a staff section,detachment, or office--had substantial negative loadings. Tie unit commwmand factor appears essentially the same for both combat and garrisoncondi tions.

SFactor I -il• Manpower and-Personnel. Five variables had substantialloadings on this factor, u~lich was Factor III in the combat-conditionanalysis. Table - shows the loadings for these variables. Three of thevariables that had substantial loadings in the combat-cofdition analysisalso had substantial loadings on this factor in this analysis: manpowermanagement, persoiiael services management, and personnel management at thestaff level. Two variables not included in- the cofbat-condition analysis-also had substafitial loadings on this factor: staff management functions atthe headquarters level and special staff administration. The variablerepresenting supervision of a staff section had a loading of .2,. in thegarrisoh conditiofi anailysis;

SEactorliiu, Operat-ifisanid T-raining. This factor emerged with-substantial loadihgs -on the same fourr variables as in the combat- onidi tion

nanlysis- -in which- it- was Fact6r II Table 4); Loading of the fifthvariable, general administrati•0n, 4as .1c" in this analysis and .'Y in the-previous one.

-FactrV, Logistics This factor also had -substantial loadings on-the variables that defined staff officer functions in the general field6f 0giSticS, Sup-ly• and maintenance table •.

FPator V-,JInteiligende. Again clearly defined by this factor is thefunction of the intelligence staff officer, as indicated by the loadingsof the two variables that indicate activities in the areas of combatintelligence and counterintelligence Table-•.

Fadtor VI, TroopWalfare. This factor is defined by substantialloadings, as shoWn in Table -, on the two variables that represent

counseling and evaluating subordinates and supervision of troop appear-ance.

DISCUSSION

The results indicate that :he duty positions held by Armi• officers inboth combat-related and in garrision-related activities can be dividedinto six factors. These six factors describe the following functions:uunit command, operations and training, manpower and personnel, logistics,intelligence, and troop welfate.

The unit command factor includes a diversified group of dutiescentering on exercise of command functions in all areas of commandresponSibility; these define the unit command function as the executionof policies and procedures developed in staff activities. The functional

- -- ---

staff fact~ors reflect the specialized requirements of their respectiveareas of opetations, personnhel, logistics, and intelligence. Thle troopwelfare factor appears to -define the duties of- an offick-4r involved inface-toý;face leadership of troops who has first-line responsibility for.-their well-being and motivation.

These findings tend to support current Military -educational practi7aof providing the potential commnander with a broad -knowledge of stafffunctioning and capabilities as well as the proper Application of-completed staff work. Also, these findings tend to support currentpractices of providing highly specialized education opportunities to-those officers who arc Likely to occupy positions in staff Agencies.

Thie dat teduction strategy employed in this research at ealpears to bea f ruitf ul -methc(Id for Analysis of duty module data. Factor Analysispermits A ready evalu~ation of the ri'lative contributiOnl Of eac0i duty0m-dule in the different futict-ions that emerge.

Continfued re-seatrch on -dutyv modulas should- lead to developm~ent of asystem defining all Army officer duty positions in explicit functionalterms, hi systemi Can 0t0.1 be usO(d to 1)ideiitffy functional relation-ships Am~ong posi-tlons, dev*elop a career progr- -son mnodel, )ý relate-traininig anfid experience to o-ffic-er assignmen-t alternatives, and relatetrainiing programs to assignment neceds.

The relationships Among duty positions can be precisely defined byfactor analysis. Thie underlyinig di)men3sions that define the relevantduty positions can be established, anid the degree to which the variousdu ty modules are revelant to- these dimeonsions can be evaluated. 1 Te-overhlap aifiong ditty modules should b.-- evaluated to determnine the degreeto which the experienices gained in ono duty module may contribute toperformance in othier modules.

Thffe fuxictiohal requirements of duty positions and the interralation-.shtips amtong these positions, stated ini duty module teimis, can be- used todefine career development p~atterns in the Army officer cor-ps. llhe_development patterns thus defined can be. ificorporated into a careerprogression model that will reflect the possible progression- paths of anlokficeir At successively higher levelIs of assignmenit in his military career.These patterns would also reflect the- critical chAoicea points in theofficer's career~, basod upon the degree to 'Wiiich alternative assignmentoptions are available in tatms of Army requirements and experiences in-the differenit duty Modules. Refinements on the career progression model-would incorporate not only the fact that experience in a particular dutymodule is required tot a patticul11ar assigntment but also the duration,recencv, and quality of performance required in that duty module.

Assignment profiles for-officers can be developed to incorporate theassignment requirements defined by the career ptogifession-model. Thieassignmenit requitements can then be com~pared with- available of ficers'assignment profiles, so that selection for assignment will become. amatter of optimizing the congruency between the assignmtent profiles andposition requirements.

Not only can duty modules describe duty positions, they can describe

training requirements for different assignments. Again, as in the

assignmefnt paradigm, the experience of an individual officer can be

compared with the training requirements of a military course, to deternine

the segments of that course which he must complete.

A refined career progression mjodel should show the grade or responsi-

bility level at which significant additions or deletions of key functions

occur. Significant additions or changes in scope of functions will thlien

define the period in which further training or education is appropriate.