Assessment To Solutions

Protective Factors

Protective factors are attitudes, beliefs, and behaviors associated with positive outcomes for organizations or units.  Higher favorable scores on protective factors are linked to a higher likelihood of positive outcomes, such as improved performance or readiness and higher retention and are also linked to a lower likelihood of negative outcomes, such as suicide, sexual harassment, and sexual assault.

Select each factor for a detailed definition and additional information.

Cohesion

Cohesion assesses whether individuals in a workplace care about each other, share the same goals, and work together effectively.

DEOCS Questions

The following items are used to assess cohesion on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • The people I work with work well as a team.
  • The people I work with trust each other.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.
Outcomes

Cohesive organizations are linked to improved readiness and retention, and a lower likelihood of sexual assault, sexual harassment, and suicide.
References

Breslin, R.A., Davis, L., Hylton, K., Hill, A., Klauberg, W. X., Petusky & M., Klahr, A. (2019) 2018 Workplace and Gender Relations Survey of Active Duty Members: Overview Report. (Report No. 2019-027). Alexandria, VA: U.S. Department of Defense Office of People Analytics.

Jones, N., Seddon, R., Fear, N. T., McAllister, P., Wessely, S., & Greenberg, N. (2012). Leadership, cohesion, morale, and the mental health of UK armed forces in Afghanistan. Psychiatry: Interpersonal and Biological Processes, 75(1), 49–59. https://doi.org/10.1521/psyc.2012.75.1.49

Samuelson, H., Severance, L., Trump-Steele, R., Luchman, J & Klahr, A. (In preparation). 2018 Contextual risk factors associated with sexual assault in the active duty. (Report No. not yet assigned). Alexandria, VA: U.S. Department of Defense Office of People Analytics.

Wai, P. Y., Dandar, V., Radosevich, D. M., Brubaker, L., & Kuo, P. C. (2014). Engagement, workplace satisfaction, and retention of surgical specialists in academic medicine in the United States. Journal of the American College of Surgeons, 219(1), 31–42. https://doi.org/10.1016/j.jamcollsurg.2014.03.027
 

Connectedness

Connectedness is a frame of mind that reflects an individual’s outlook on life and perceptions of belongingness, well-being, and social support. It reflects a member's viewpoint that they are relevant, contributing, and have relationships upon which they can confidently depend on in times of need.

DEOCS Questions

The following items are used to assess connectedness on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • These days, I feel like I belong.
  • These days, I feel that there are people I can turn to in times of need.
  • These days, I think I make things worse for the people in my life.
  • My future seems dark to me.
Outcomes

Higher connectedness is linked to a lower likelihood of suicidal ideation.
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Connectedness Presentation
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Increase Connectedness
References

Adrian, A. L., Adler, A. B., Thomas, J. L., & Britt, T. W. (2018). Integrating new soldiers: The role of leaders and unit members. Military Psychology, 30(2), 131–141. https://doi.org/10.1080/08995605.2018.1425064

Glenn, C. R., Kleiman, E. M., Cha, C. B., Deming, C. A., Franklin, J. C., & Nock, M. K. (2018). Understanding suicide risk within the Research Domain Criteria (RDoC) framework: A meta-analytic review. Depression and Anxiety, 35(1), 65–88. https://doi.org/10.1002/da.22686

McLean, C. P., Zang, Y., Zandberg, L., Bryan, C. J., Gay, N., Yarvis, J. S., & Foa, E. B. (2017). Predictors of suicidal ideation among active duty military personnel with posttraumatic stress disorder. Journal of Affective Disorders, 208, 392–398. https://doi.org/10.1016/j.jad.2016.08.061

Meredith, L. S., Sherbourne, C. D., Gaillot, S. J., Hansell, L., Ritschard, H. V., Parker, A. M., & Wrenn, G. (2011). Promoting psychological resilience in the U.S. military. RAND Health Quarterly, 1(2). https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4945176/

North Atlantic Treaty Organization, Science and Technology Organization. (2018). Military suicide prevention: Report prepared for NATO leadership (TR-HRM-218). Retrieved from https://bit.ly/2rbkOZs

Saxena, S., Krug, E. G., Chestnov, O., & World Health Organization (Eds.). (2014). Preventing suicide: A global imperative. World Health Organization.

U.S. Department of Health and Human Services (HHS) Office of the Surgeon General and National Action Alliance for Suicide Prevention. (2012). 2012 National Strategy for Suicide Prevention: Goals and Objectives for Action (p. 184). HHS. www.surgeongeneral.gov/library/reports/national-strategy-suicide-prevention/index.html

Engagement and Commitment

This factor measures one’s vigor, dedication, and absorption in work and commitment to the job and organization.

DEOCS Questions

The following items are used to assess engagement and commitment on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • I am proud of my work.
  • My work has a great deal of personal meaning to me.
  • I am committed to making the military my career.
  • I feel like “part of the family” at work.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.

Outcomes

Higher levels of engagement and commitment are linked to higher levels of readiness, performance, and retention, and a lower likelihood of suicide.
References

Brooks, S. K., & Greenberg, N. (2018). Non-deployment factors affecting psychological wellbeing in military personnel: Literature review. Journal of Mental Health, 27(1), 80–90. https://doi.org/10.1080/09638237.2016.1276536

Carr, J. Z., Schmidt, A. M., Ford, J. K., & Deshon, R. P. (2003). Climate perceptions matter: A meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcomes. Journal of Applied Psychology, 88(4), 605–619. doi: 10.1037/0021-9010.88.4.605

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. doi: 10.1177/014920630002600305

Ivey, G. W., Blanc, J.-R. S., & Mantler, J. (2015). An assessment of the overlap between morale and work engagement in a nonoperational military sample. Journal of Occupational Health Psychology, 20(3), 338–347. https://doi.org/10.1037/a0038559

Lee, C.-H., Wang, M.-L., & Liu, M.-S. (2017). When and how does psychological voice climate influence individual change readiness? The mediating role of normative commitment and the moderating role of work engagement. Frontiers in Psychology, 8(1737). https://doi.org/10.3389/fpsyg.2017.01737

Fairness

Fairness is the perception that organizational policies, practices, and procedures, both formal and informal, regarding information sharing, job opportunities, promotions, and discipline are based on merit, inclusion, equality, and respect.
 
DEOCS Questions

The following items are used to assess fairness on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • Training opportunities, awards, recognition, and other positive outcomes are distributed fairly.
  • Discipline and criticism are administered fairly.
Outcomes

Fair organizations are linked to higher retention and lower levels of racial and ethnic discrimination.
References

David, E. M., Avery, D. R., Witt, L. A., Tonidandel, S., McKay, P. F., Brown, L., & Crepeau, L. (2019). Helping misfits to commit: How justice climate attenuates the effects of personality dissimilarity on organizational commitment. Journal of Business and Psychology, 34(4), 503–517. https://doi.org/10.1007/s10869-018-9556-7

Lindsey, A. P., Avery, D. R., Dawson, J. F., & King, E. B. (2017). Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace. Journal of Applied Psychology, 102(11), 1545–1563. https://doi.org/10.1037/apl0000238

Oberfield, Z. W. (2016). Why are some agencies perceived as more committed to diversity than others? An analysis of public-sector diversity climates. Public Management Review, 18(5), 763–790. https://doi.org/10.1080/14719037.2015.1045017

 

 

Inclusion

Inclusion indicates whether organization members feel valued and respected by their peers and leadership, and if they feel involved in decision-making and information-sharing.

DEOCS Questions

The following items are used to assess inclusion on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • The  people I work with believe that everyone has worth and value, regardless of how they identify (for example, gender, race/ethnicity, sexual orientation, and other identities).
  • The people I work with believe that everyone has worth and value, regardless of their occupation and rank/grade.
  • The people I work with build on each other’s ideas and thoughts during the decision-making process.
  • The people I work would speak up if someone is being excluded.
  • Communication goes both up and down the chain of command.
  • Among the people I work with, the quality of ideas matters more than who expresses them.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.

Outcomes

Inclusive organizations are linked to lower rates of discrimination and higher readiness.

Leadership Support

Leadership support is the perception of support for individual goals (including career goals), perceptions about leadership communication, and trust in leadership.

DEOCS Questions

The DEOCS asks participants to rate their immediate supervisor on leadership support. The following items are used to assess leadership support using a 5-point response scale from strongly disagree to strongly agree:

  • I have trust and confidence in my immediate supervisor.
  • My immediate supervisor listens to what I have to say.
  • My immediate supervisor treats me with respect.
  • My immediate supervisor cares about my personal well-being.
  • My immediate supervisor provides me with opportunities to demonstrate my leadership skills.
  • My immediate supervisor provides me with constructive suggestions to improve my job performance.
  • My immediate supervisor supports my career development.
  • If needed, I can go to my immediate supervisor to address my concerns without fear of reprisal.
  • My immediate supervisor puts the interests of subordinates and subordinates families above their personal interests.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.

Outcomes

Organizations with supportive leaders are linked to improved readiness, higher retention, and a lower likelihood of suicidal ideation.
References

Brooks, S. K., & Greenberg, N. (2018). Non-deployment factors affecting psychological wellbeing in military personnel: Literature review. Journal of Mental Health, 27(1), 80–90. https://doi.org/10.1080/09638237.2016.1276536

Bucklin, B. A., Valley, M., Welch, C., Tran, Z. V., & Lowenstein, S. R. (2014). Predictors of early faculty attrition at one Academic Medical Center. BMC Medical Education, 14(1), 27. https://doi.org/10.1186/1472-6920-14-27

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. doi: 10.1177/014920630002600305

Jo, Y., & Shim, H. S. (2015). Determinants of police job satisfaction: Does community matter? International Journal of Law, Crime and Justice, 43(2), 235–251. https://doi.org/10.1016/j.ijlcj.2014.09.002

Sims, C., Miller, L., Trail, T., Woods, D., Kofner, A., Rutter, C., Posard, M., Hall, O., & Kleykamp, M. (2019). 2017 U.S. Air Force community feedback tool: Key results report for Air Force Headquarters. RAND Corporation. https://doi.org/10.7249/RR3084

Vasterling, J. J., Proctor, S. P., Aslan, M., Ko, J., Jakupcak, M., Harte, C. B., Concato, J. (2015). Military, demographic, and psychosocial predictors of military retention in enlisted Army soldiers 12 Months after deployment to Iraq. Military Medicine, 180(5), 524–532.

 

 

Morale

Morale measures whether organizations or units complete tasks with enthusiasm and confidence in the mission.

DEOCS Questions

The following items are used to assess leadership support on the DEOCS using a 5-point response scale from very low to very high:

  • Overall, how would you rate the current level of morale in your unit/organization?
  • Overall, how would you rate your own current level of morale?

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.

Outcomes

Organizations with high morale are linked to improved readiness, higher retention, and a lower likelihood of sexual assault.
References

Holland, K. J., Rabelo, V. C., & Cortina, L. (2016). See Something, Do Something: Predicting Sexual Assault Bystander Intentions in the U.S. Military. American Journal of Community Psychology, 58(1–2), 3–15. https://doi.org/10.1002/ajcp.12077

Ivey, G. W., Blanc, J.-R. S., & Mantler, J. (2015). An assessment of the overlap between morale and work engagement in a nonoperational military sample. Journal of Occupational Health Psychology, 20(3), 338–347. https://doi.org/10.1037/a0038559

Jones, N., Seddon, R., Fear, N. T., McAllister, P., Wessely, S., & Greenberg, N. (2012). Leadership, cohesion, morale, and the mental health of UK armed forces in Afghanistan. Psychiatry: Interpersonal and Biological Processes, 75(1), 49–59. https://doi.org/10.1521/psyc.2012.75.1.49
 

Transformational Leadership

Transformational leadership is one where leaders inspire staff by providing motivation and meaning to their work, giving attention to individuals’ unique needs, and directing their focus to higher goals, such as those of the mission.

DEOCS Questions

The DEOCS asks participants to rate their organization’s leader and senior enlisted leader on transformational leadership. The following items are used to assess transformational leadership using a 5-point response scale from strongly disagree to strongly agree:

  • My unit’s/organization’s leader communicates a clear and motivating vision of the future.
  • My unit’s/organization’s leader takes actions that are consistent with [Service Component] values.
  • My unit’s/organization’s leader supports and encourages the development of others.
  • My unit’s/organization’s leader encourages their subordinates to think about problems in new ways.
  • My unit’s senior NCO/senior enlisted leader communicates a clear and motivating vision of the future.
  • My unit’s senior NCO/senior enlisted leader takes actions that are consistent with [Service Component] values.
  • My unit’s senior NCO/senior enlisted leader supports and encourages the development of people in my unit.
  • My unit’s senior NCO/senior enlisted leader encourages people in my unit to think about problems in new ways.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.
Outcomes

Organizations with transformational leaders are linked to improved job performance, job satisfaction scores, and leadership satisfaction scores.
References

Barling, J., Loughlin, C., Kelloway, E.K. (2002). Development and test of a model linking safety-specific transformational leadership and occupational safety. Journal of Applied Psychology, 87 (3), 488–496.

Bass, B.M., Avolio, B.J., Jung, D.I., Berson,Y. (2003) Predicting unit performance by assessing transformational and transactional leadership. Journal of Applied Psychology, 88(2), 207-218.

Judge, T.A., & Piccolo R. F. (2004) Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768 https://doi.org/10.1037/0021-9010.89.5.755

Kelloway, E.K., Mullen, J., Francis, L. (2006). Divergent effects of transformational and passive leadership on employee safety. Journal of Occupational Health Psychology, 11(1), 76–86.

Smith, T. D., Eldridge, F., & DeJoy, D. M. (2016). Safety-specific transformational and passive leadership influences on firefighter safety climate perceptions and safety behavior outcomes. Safety Science, 86, 92–97. https://doi.org/10.1016/j.ssci.2016.02.019

Work-life Balance

Work-life balance measures one’s perception that the demands of their work and personal life are compatible.

DEOCS Questions

The following item is used to assess work-life balance on the DEOCS using a 5-point response scale from strongly disagree to strongly agree:

  • I can easily balance the demands of my work and personal life.

Note: Survey questions may differ slightly depending on whether the organization is a military unit, military academy, or civilian organization. Please see the sample survey for each population on the home page of the Assessment to Solutions site for exact wording.

Outcomes

Having a work-life balance is linked to higher retention, improved readiness, and a lower likelihood of suicidal ideation.
References

Adis, C., Byrd, C., Wisecarver, M., Horgen, K., Darrow, J.B., Hoffman, R., Rahill, K. (2020). Army command climate: The viability of single-item measures. (Technical Report No. 1381). United States Army Research Institute for the Behavioral and Social Sciences.

Baral, R. & Bhargava, S. (2011). HR interventions for work-life balance: evidences from organisations in India. International Journal of Business, Management, and Social Sciences, 2, 33-42.

Brooks, S. K., & Greenberg, N. (2018). Non-deployment factors affecting psychological wellbeing in military personnel: Literature review. Journal of Mental Health, 27(1), 80–90. https://doi.org/10.1080/09638237.2016.1276536

Hourani, L. L., Williams, J., Lattimore, P. K., Morgan, J. K., Hopkinson, S. G., Jenkins, L., & Cartwright, J. (2018). Workplace victimization risk and protective factors for suicidal behavior among active duty military personnel. Journal of Affective Disorders, 236, 45–51. https://doi.org/10.1016/j.jad.2018.04.095

Kalliath, T., & Brough, P. (2008). Work-life balance: A review of the meaning of the balance construct. Journal of Management & Organization, 14, 323-327.

Sims, C., Miller, L., Trail, T., Woods, D., Kofner, A., Rutter, C., Posard, M., Hall, O., & Kleykamp, M. (2019). 2017 U.S. Air Force community feedback tool: Key results report for Air Force Headquarters. RAND Corporation. https://doi.org/10.7249/RR3084
 

Safe Storage for Lethal Means

Safe storage for lethal means measures how often one keeps objects that can be used to hurt themselves or others, such as firearms and medication, safely stored in their living space.

DEOCS Questions

The following item is used to assess safe storage for lethal means on the DEOCS using a 5-point response scale from never to always:

  • In general, the hazards in my home that may be deliberately or accidentally used to harm others or myself, such as poisons, medications, and firearms, are safely stored (for example, locked in a cabinet, unloaded).
Outcomes

Keeping lethal means safely stored more often is linked to a lower likelihood of suicide.

 

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