Effects of Operations Tempo on Turnover Intention and Self-Professed Training Proficiency in the California National Guard: A Mixed Methods Study

Abstract

Purpose. This study examined the relationships between operations tempo (OPTEMPO), turnover intention, and self-professed training proficiency in the California National Guard. The National Guard is unique in that it has dual state and federal missions. Insight into the impacts of OPTEMPO on organizational effectiveness can guide policy and decision making. Theoretical Framework. Institutional behavior and person-environment fit theory framed the study by offering a potential explanation for the relationships between the variables. Legitimacy seeking tendencies may affect the organizational environment, which in turn influences individual behavior. Methodology. The OPTEMPO, turnover intention, and self-professed training proficiency survey instrument was developed to better understand the relationship between OPTEMPO and military readiness. A qualitative descriptive study incorporating phenomenological hues further examined OPTEMPO from the lens of individual service member’s lived experiences. This convergent mixed methods approach enables a side-by-side analysis of quantitative survey data and qualitative descriptive data to generate metainferences and increase the richness of the overall findings. Findings. The study found that increased OPTEMPO is correlated with increased turnover intention in the sample. The findings were insufficient to support a linkage between high OPTEMPO and decreased perceived training proficiency. Although institutional behavior is perceived as a major driver of mission load and occupational stress, the lived experiences of California National Guard service members only minimally support isomorphic behavior as causative factor. Conclusions and Recommendations. The sustainability of the National Guard is an important aspect of defense strategy. The findings of this study suggest that policymakers and military leaders exercise prudence to avoid overcommitting the organization. Increased turnover is perceived to create personnel turbulence and workload inequity. These are two factors that may amplify person-environment incongruities perceived during high OPTEMPO conditions.