Which of the following can be a protective factor measured by the DEOCS?

Employee engagement serves as a protective factor measured by the Defense Organizational Climate Survey (DEOCS) because it reflects the level of commitment, motivation, and connection employees feel toward their organization. High employee engagement typically correlates with positive workplace outcomes, such as improved morale, higher productivity, and a stronger organizational culture.

When employees are engaged, they are more likely to contribute to a supportive and collaborative environment, reducing the likelihood of negative outcomes that might be associated with disengagement, such as conflict or turnover. Engaged employees are also more likely to share their thoughts and ideas openly, which can contribute to a healthier organizational climate and foster resilience against challenges.

In contrast, high turnover rates, workplace threats, and limited understanding of policies are indicators of potential organizational problems rather than protective factors. These elements often signify dissatisfaction or instability, which can detract from a positive command climate and impede an organization’s overall effectiveness.