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It covers enlisted and officer outcomes, including attrition and promotion at key milestones. Findings indicate certain factors—such as longer time in the Delayed Entry Program, higher AFQT scores, Tier 1 education, and being recruited as a high school senior—predict lower enlisted attrition and greater likelihood of reenlistment for both genders. Some predictors vary by gender for attrition, while officer studies generally do not separate effects by gender.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/differences-in-male-and-female-predictors-of-success-in-the-marine-corps-literature-review/294602/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/differences-in-male-and-female-predictors-of-success-in-the-marine-corps-literature-review/294602.png","ImageObject",300,407,{"name":92,"@type":93},"Ophelia","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-09","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",15,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is the purpose of this research memorandum?","Question",{"text":113,"@type":114},"It reviews literature on predictors of male and female Marine performance to support the Marine Corps Recruiting Command’s research needs related to female integration and future trend analysis.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"Which factors are strong predictors of lower enlisted attrition for both men and women?",{"text":118,"@type":114},"More time in the Delayed Entry Program, higher Armed Services Qualification Test (AFQT) scores, Tier 1 education credentials, and being recruited as a high school senior are linked to lower recruit-training and first-term attrition, as well as increased reenlistment likelihood.",{"name":120,"@type":111,"acceptedAnswer":121},"How do predictors of attrition differ by gender, and what do officer studies show?",{"text":122,"@type":114},"Some attrition predictors vary by gender; for example, age increases attrition for men but is an insignificant predictor for female attrition. Officer studies typically did not separately estimate equations by gender, so gender-specific differences in predictors are limited, though certain factors remain consistent predictors of higher officer retention, promotion, and FITREP outcomes.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},294602,1789695727,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":26,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":130,"read_time":144,"preview_page_count":4},7971461741311,"https://ap-avatar.wpscdn.com/avatar/74000253aff267980c6?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345379180704826","Differences in Male and Female Predictors of Success in the Marine Corps: A Literature Review  \nShannon Desrosiers and Elizabeth Bradley  \nFebruary 2015  \nDistribution Unlimited  \nThis document contains the best opinion of CNA at the time of issue. It does not necessarily represent the opinion of the sponsor.  \nDistribution  \nCleared for Public Release; Distribution Unlimited. Specific authority: N00014-11-D-0323 .  \nCamp Lejeune, North Carolina—SgtMaj Robin Fortner, left, sergeant major of the Ground Combat Element Integrated Task Force (GCE ITF), speaks with Sgt Jason McMullen, light armored vehicle crewman, Company B, GCE ITF, during a limited technical inspection at the 2nd Light Armored Reconnaissance Battalion ramp, September 9, 2014. Each vehicle came with dozens of tools and upkeep equipment. From October 2014 to July 2015, the GCE ITF will conduct individual-and collective-levelskill training in designated ground combat arms occupational specialties to facilitate the standard-based assessment of the physical performance of Marines in a simulated operating environment performing specific ground combat arms tasks. (Official Marine Corps photo by Cpl Paul S. Martinez/Released)  \nApproved by: February 2015  \nAnita Hattiangadi, Research Team Leader Marine Corps Manpower Team Resource Analysis Division  \nAbstract  \nAs part of the Marine Corps Force Integration Plan considering female integration into previously closed Military Occupational Specialties and units, CNA was asked to support the Marine Corps Recruiting Command’s research needs. This research memorandum, which reviews the literature on predictors of male and female Marine performance over the last 25 years, will inform CNA’s work examining the impact of previous female integration as well as future trend analysis. Performance measures include attrition and promotion at different milestones. We reviewed studies of Marine Corps performance for enlisted personnel and officers. Some enlisted equations were separately estimated for men and women, but officer equations were not. We observe that some factors are solid predictors of lower Marine Corps enlisted attrition for both men and women, such as time in the Delayed Entry Program , Armed Forces Qualification Test score, education, race/ethnicity, enlistment waivers, and being recruited as a high school senior. Other predictors of enlisted attrition, such as age, vary by gender.  \nThis page intentionally left blank.  \nExecutive Summary  \nAs part of the Marine Corps’ consideration of female integration into previously closed Military Occupational Specialties (MOSs) and units, the Marine Corps Force Innovation Office asked CNA to support the Marine Corps Recruiting Command’s (MCRC’s) research needs. CNA’s support to MCRC as part of the Marine Corps Force Integration Plan (MCFIP) includes a literature review on the predictors of male and female performance, direct support of MCRC in conducting trend analysis, and estimating the size of the qualified officer candidate population.  \nThis research memorandum reviews the literature on predictors of Marine performance, separately for men and women. We reviewed the past 25 years of work on Marine performance for enlisted personnel and the officer corps, which will inform our work examining past gender integration as well as future trend analysis. Many studies of enlisted performance separately estimated effects by gender, but the officer studies did not.  \nOverall, we find that some factors are solid predictors of Marine Corps enlisted attrition and retention for both men and women. In general, spending more time in the Delayed Entry Program (DEP), having a higher Armed Services Qualification Test (AFQT) score, having a Tier 1 education credential, or being recruited as a highschool senior were predictive of lower attrition (i.e. , recruit-training and first-term attrition) and an increased likelihood of being recommended and eligible to reenlist for both male and female Mari","cbCain6agLBqsFxK","https://ap.wps.com/l/cbCain6agLBqsFxK","pdf",868764,"English","# Abstract\n# Executive Summary\n## Literature review scope and purpose\n## Enlisted attrition and retention predictors\n## Gender differences in attrition predictors\n## Officer retention, promotion, and FITREP predictors\n## Consistent and inconsistent predictors of officer outcomes\n## Enlisted promotion and good conduct predictors","[{\"question\":\"What is the purpose of this research memorandum?\",\"answer\":\"It reviews literature on predictors of male and female Marine performance to support the Marine Corps Recruiting Command’s research needs related to female integration and future trend analysis.\"},{\"question\":\"Which factors are strong predictors of lower enlisted attrition for both men and women?\",\"answer\":\"More time in the Delayed Entry Program, higher Armed Services Qualification Test (AFQT) scores, Tier 1 education credentials, and being recruited as a high school senior are linked to lower recruit-training and first-term attrition, as well as increased reenlistment likelihood.\"},{\"question\":\"How do predictors of attrition differ by gender, and what do officer studies show?\",\"answer\":\"Some attrition predictors vary by gender; for example, age increases attrition for men but is an insignificant predictor for female attrition. Officer studies typically did not separately estimate equations by gender, so gender-specific differences in predictors are limited, though certain factors remain consistent predictors of higher officer retention, promotion, and FITREP outcomes.\"}]","Differences in Male and Female Predictors of Success in the Marine Corps - Literature Review | PDF",151]