Abstract
With the formal ending of the military draft and the advent of the all-volunteer Air Force, personnel and manpower planners have come to view the accession of women into the Air Force as essential to the success of the all-volunteer force. For this reason, the authors sought to investigate the nature of differences in the personal value systems and career objectives of Air Force men and women managers. A 1972 industry study, not specifically designed to test this research hypothesis, suggested significant differences in the personal value systems and operative goals of men and women managers. For this follow-on study, a sample of women Air Force officers was selected on the basis of variables which would ensure that there were sufficient numbers of respondents to allow for a meaningful statistical analysis. After the sample of women managers had been chosen, a comparable sample of male officers was selected. Approximately 20 percent of women officers in the Air Force participated in the research. Rather than a study of contrasts, the picture which emerged was one of pronounced similarities. The data indicated that, overall, Air Force men and women managers possess similar personal value systems and career objectives. Also, the data seems to rebut a number of commonly held misconceptions concerning career women.
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