Abstract: This study focused on the retention of Airmen in the Oklahoma Air National Guard. The organization has been unable to reach its desired rate of losing less than fifteen percent each year among those eligible to renew their enlistment contract. In order to provide in-depth research of factors related to why Airmen would choose to leave the organization, this study used both qualitative and quantitative techniques to examine the issue. Individual interviews were conducted during the first stage of the research to determine leadership's perception of the retention issue. The second stage analyzed existing quantitative data and surveys accomplished within the organization. The findings from the first two stages were used to inform the third and final stage in conducting focus groups to understand the perceptions of members in the organization faced with the decision to stay or leave. This approach allowed for a more comprehensive comparison of both leadership and the member's retention perceptions.

The significance of the research was to provide a better understanding of why Airmen may choose to leave which would support better decision making in the overall approach to retention programs in the Oklahoma Air National Guard. Although no single factor was discovered which could be changed to likely create an immediate impact, there was knowledge gained from the qualitative data which supported and opposed existing quantitative data. With this knowledge, new factors could be used in planning to shape future norms in the organization positively affecting retention rates. The members identified the intrinsic factor of not getting to do their primary job as often or to the level they would like. Leadership's perception was in line with this concern as well. The extrinsic benefits including healthcare, education, and others were very important to both members and leadership with the lack of signing bonuses a major concern. Herzberg's Motivation Hygiene Theory lends solid support for this research in examining the factors identified in terms of motivators and hygiene factors. The organization appears the have hygiene factors at a high level of satisfaction, but may need to focus more on motivators.