Civilian Workforce Research Articles

Assessment revision of ‘perceptions of disabled veterans in the civilian workforce’

Assessment revision of ‘perceptions of disabled veterans in the civilian workforce’

Developing Attributes of the Leader: From Military Service to the Civilian Workforce

The Problem Organizations struggle to find effective ways to identify needs and consequently develop the leadership skills of leaders. At the same time, veterans are entering the civilian workforce with significant, valuable non-technical leadership skills that are rarely studied as leadership attributes. As a result, there is scant research on the contribution of leadership attributes from military leadership. The Solution This article will introduce the Be-Know-Do framework used in the U.S. Army’s leadership development program. The premise of the model is that when the attributes and competencies of the leader are developed, organizational results will be produced through the people they lead. The Stakeholders Human resource development (HRD) scholars and practitioners, human resource management (HRM) practitioners, professionals, and trainers

Where do I belong? Conflicted identities and the paradox of simultaneous stigma and social aggrandizement of military veterans in organizations

Military veterans often transition into the civilian workforce after serving in a nation’s armed forces. The process of integrating this unique class into organizations is directly affected by the social exchanges and interactions in the organization. Utilizing an in-depth interviews-based qualitative study of 40 veterans across 12 different organizations, and integrating social identity theory, we use template analysis to identify a paradox existent in social exchanges with other organizational members where veterans are simultaneously stigmatized and socially aggrandized. These paradoxical experiences interact with veterans’ self-conceptualization and social identities to reinforce expectations, cause culture shock and eventual turnover. We present a model of this tension, contributing to literatures on veterans in the workforce, paradox, and social identity theory as well as offering HR perspectives on this phenomenon.

The subjective underemployment experience of post-9/11 veterans after transition to civilian work.

Underemployment is a challenge for the civilian workforce and a particular risk for veterans as they transition from military service to civilian employment. Workers' economic and demographic characteristics factor into underemployment risk. Veterans may be at greater risk due to specific economic and demographic factors, transitional factors (e.g., geographic relocation), and characteristics of their military service (e.g., military skill alignment with civilian jobs). Describe underemployment experiences in employed post-9/11 veterans three years after their military transition to the civilian workforce. The current study uses self-reported underemployment experience data from a longitudinal study of transitioning veterans. This study compares average perceptions of veteran underemployment experiences by specific groups (e.g., by race, gender, and paygrade) using analysis of variance and logistic regression. Veterans reported underemployment in their current jobs based on a perceived mismatch between the skills, education, and/or leadership experience they gained during military service. Veterans who were enlisted rank, identified as non-White, completed a bachelor's degree, and indicated PTSD symptoms reported higher pervasive underemployment. Intervention implications for the results, such as employer and veteran employment supports, are discussed.

Supporting Australian veteran transition: career construction through a person-environment fit perspective

Despite military veterans being recognised as a rich talent pool for employers, evidence suggests that their capabilities are not fully utilised in civilian workplaces, with recent research indicating difficulty finding appropriate jobs and high turnover rates for this population. This study is underpinned by a person-environment fit perspective, and applies career construction theory to explore veterans’ perspectives of key challenges in their significant career transition from military service into the civilian workforce. It identifies ways for HRM professionals to improve integration and ultimately, retention. Interviews were conducted with 31 veterans from the Australian Defence Force who had transitioned from full-time service and had been working in civilian employment for at least six months but no more than three years. The research resulted in the development of a framework for veteran career transition that acknowledges the personal adaptation that occurs throughout this process and informs HR action required to attract and retain this valuable talent segment.

Designing criterion measures for physically demanding jobs

ABSTRACT The Bureau of Labor Statistics reported that 39.1% of the civilian workforce in the United States performs physically demanding jobs that require lifting, carrying, pushing/pulling, kneeling, stooping, crawling, and climbing activities in varied environmental conditions. United States military occupations are similar to those in the civilian sector involving equipment installation, emergency rescues, and maintenance, along with combat arms occupations. This article provides an overview of the types of criterion measures used to assess the physical domain and approaches for designing and evaluating the criteria. It also includes a method for generating criterion measures that are applicable across multiple jobs.

The Relationship between Veterans’ Employment Program Component Use and Career Advancement Over Time

Over the last 5 years or so, as veterans transitioned, they generally fared well in the civilian workforce. There are numerous programs designed to help veterans write a resume, translate their military skills, and practice interviewing. The goal of many of these programs is to aid veterans to find employment. However, many of the program components that are effective for job attainment may also lead to greater job success after initial employment. Participating in employment programs may lead to leaving a job for a better opportunity or receiving a promotion. This study examined the use of employment program components related to content (i.e., what is taught) and process (i.e., how the content is taught). For example, content such as interviewing skills and processes such as mentor/coach may be helpful among this sample of transitioning veterans. This study used an adapted common components approach (Morgan et al., 2018) to examine the degree to which participation in employment program components resulted in opportunities for better employment or promotion over the first 6 to 15 months after veterans transition to civilian life. Employment content components (i.e., resume writing, translating military to civilian work, and career planning) were associated with both leaving a job for a better opportunity and promotion. Mentor/coach was often a significant process component associated with the above content components. These findings can assist program developers, local program implementers, policymakers, and funders to promote the continued use of content and process program components that may further advance veterans’ careers after transition.

Reconceptualizing identities: Veterans' perspectives on career transition challenges

AbstractThose who serve in military organizations typically develop a strong sense of identification with the defense force and those with whom they serve. However, when these individuals leave military service, they can experience a sense of displacement or culture shock, making transition into a civilian career a difficult prospect. This paper sought to explore veterans' experiences during the transition into civilian work and, in particular, the impact of this transition on their identity as they are socialized in a civilian organization. The stories of 31 Australian Defence Force veterans were gathered via semi‐structured interviews to provide insight into the experiences during transition and the changing nature of their identity as they began working outside a military environment. The findings identify three stages of identity adjustment through which veterans pass during their transition: realizing, relinquishing, and reconceptualizing. While some encountered more struggles than others depending on their individual circumstances, the findings provide unique insights for HRD theory and practice to enhance the transition of serving military to a civilian workforce.

Measurement Invariance of the Occupational Engagement Scale – Student and Career Adapt-Abilities Scale across Veterans and Civilians

Veterans of the U.S. military experience unique difficulties when reentering the civilian workforce, which may inform their post-military career development in different ways than civilians. The purpose of this study was to examine the measurement invariance of the Occupational Engagement Scale-Student (OES-S) and the Career Adapt-Abilities Scale-USA Form (CAAS) across adults with and without a military background. A sample of 418 U.S. military veterans and 411 civilians were recruited. Multiple group confirmatory factor analysis (MG-CFA) was used to examine factorial invariance of scores obtained from the OES-S and CAAS with veterans and civilians. Findings suggested the measures were invariant across veteran and civilian samples. These scales appear to measure the same constructs for veterans and civilians and can likely be used for veterans in both research and practice. Implications for career assessment and counseling are discussed.

Internal controls, labour processes and work at the Isthmus Lockstation, Rideau Canal, 1832-1854: Discipline and governmentality at a distance.

The emergence of an internal control system to guide operations along the Rideau Canal beginning in 1832 is examined through analysis of a book of directives (the Order Book) maintained by the lockmaster at the Isthmus lockstation. The Orders guided the work of the lockmaster and established general controls and control activities. Orders for adequate documents and records, physical control over assets and records, and proper authorization of activities were common. Orders are seen as efforts by British Royal Engineers, who were geographically removed from the oversight of the Rideau Canal Office, to discipline civilian lockmasters and to encourage lockmasters to govern themselves. Comparing the Order Book to Orders and Regulations in place in 1831 for the Royal Engineers also highlights similarities between expectations of Royal Engineers and those established for the civilian workforce under their direction, indicating a transfer of accounting technologies from the Royal Engineers to the civilian workforce.

Marching Boots to Business Suits: Military Veteran Human Capital in Nonmilitary Organizations

Firms increasingly leverage unique sources of human capital to remain competitive in dynamic, complex, and global markets. One source of often sought but underutilized human capital is that of military veterans. Veterans develop their human capital in extreme conditions, demonstrate their utility in complex, dynamic environments, and are a target labor pool for many organizations. Organizational research on military veterans in scarce, but the research that does exist shows that there are significant disconnects between the potential and realized value of veteran human capital. We employ abductive logic and draw on interdisciplinary scholarly research to provide a theoretical framework to better understand veterans in the civilian workforce.

Revisiting Opportunism in Civil Conflict: Natural Resource Extraction and Health Care Provision

What is the relationship between natural resources and rebel governance? Previous studies have argued that resource rich groups have fewer incentives to provide social services. We argue, however, that even well-funded rebels may have incentives to provide some social services to civilians. Specifically, rebel groups profiting from the extraction of natural resources should be more likely to offer health care services as a means of ensuring a dependable civilian workforce than groups who do not profit from natural resources. Using data on both the extraction of natural resources and social service provision by rebel groups, we find strong empirical evidence to support our argument. We conclude with implications for scholars and policymakers.

Occupational Stressors and Job Satisfaction among Royal Malaysian Navy at Teluk Sepangar Sabah: Comparison between Submariners and Surface Ship Personnel


 Introduction: In the military, different aspects of job satisfaction are taken into account as compared to the civilian workforce. Some of the job satisfaction is related to as the working environment, nature of work and task, military operations and organizational traditions (e.g. obedience, policies and military disciplines). All these job stressors have an influence on the job satisfaction. Therefore, the military cannot be regarded as a normal and traditional work setting. The objectives of this study were to determine the differences of occupational stressors among submariners and surface ship personnel, the job satisfaction itself and to find a relationship between job satisfaction and occupational stressors among those two groups of occupation.
 Methods: In this cross-sectional comparative study, self-administered NIOSH (USA) Generic Job Stress Questionnaire was used as a tool to measure occupational stressors and job satisfaction among 50 submariners and 48 surface ship personnel.
 Results: The response rate was 98%. The result showed that there are statistically significant difference in the means in terms of job stressors among submariners and surface ship crews except for the conflict at work (P=0.03) and job requirement (P=0.01). Simple linear regression analysis shows that only mental demands had significant relationship with job satisfaction (P<0.001). Other job stressors such as the physical environment which were very different between these two occupations did not show any significant association on the occupational stress and job satisfaction when compared.
 Conclusion: Further study would hope to examine the mental demand aspect as this can improve the overall job satisfaction level among these two groups of occupation.

Leaving the military to work in civilian society: career adaptability by South Korean short- and mid-term veterans

PurposeMilitary officials who become accustomed to the distinct culture of the military face a variety of challenges when attempting to transition into the civilian workforce as veterans. These hardships even pertain to short- and mid-term veterans (SMVs) who leave the military at early career stages to pursue alternative career options. In this study, the authors explored the career construction decisions made by South Korean SMVs who left their military careers and successfully transitioned into the civilian workforce.Design/methodology/approachThe authors used a phenomenology approach and conducted a semi-structured interview with 19 SMVs to unpack their career transition experiences.FindingsThe authors identified the motivational factors that encourage SMVs to develop their four career adaptabilities and illustrated the necessity for such qualities pre- and post-transition. Furthermore, the authors characterized each individual experience by the theoretical constructs of career adaptability and highlighted the contextual characteristics that prompted the emergence of career adaptability.Originality/valueThis study contributes to the understanding of career mobility at early career stages and how career adaptability is developed and manifested in the context of transitioning from the military to civilian society.

Building effective networks for the transition from the military to the civilian workforce: Who, what, when, and how

ABSTRACT Servicemembers leaving the military and entering the civilian workforce are often encouraged to network to identify and obtain civilian employment. However, there are few resources that offer insights into how to build an effective network when transitioning from the military to the civilian workforce. Based on extant literature, we present a Guiding Framework for Building an Effective Network for the Military to Civilian Workforce Transition to answer questions of who Veterans should include in their professional and personal networks (“Who”), what social resources are available from network contacts (“What”) at which phase of the transition (“When”), and how to build relationships with network contacts that may facilitate the transition from the military to civilian workforce (“How”). This framework identifies four types of network contacts that Veterans may include in their networks: family members, other Veterans, civilians, and formal resources persons. Furthermore, we describe the social resources they are likely to receive from these contacts (e.g., love/friendship, information, services, status, money, and goods) at each stage of the transition (e.g. approaching the transition, managing the transition, and assessing the transition) as well as practical suggestions for Veterans to connect with these network contacts. Additionally, we explain how the resources provided by network contacts enable successful role/identity transition. Finally, we discuss practical implications of our framework for service members, and we propose directions for future research on Veterans’ networks and the role that they play during Veterans’ transition from the military to the civilian workforce.

Can supervisor support improve daily employee well‐being? Evidence of supervisor training effectiveness in a study of veteran employee emotions

Workplace supportive supervisor interventions offer an effective, though underutilized mechanism to bolster employee well‐being, which may have important benefits particularly for understudied groups such as military veterans in the civilian workforce. The present study employed a two‐wave daily diary study to test the effectiveness of a supportive supervisor training on positive and negative emotions of veteran employees. Daily diaries are instrumental to understanding well‐being, in that they accurately capture emotions as they are experienced without retrospective biases that reflect more global emotional assessments. Each wave (baseline and 6 months later) comprised emotion reports over 32‐day periods. Thirty‐five organizations were randomized into intervention and control groups; 144 veterans (91% men) participated in the daily diaries at baseline. The training significantly improved well‐being facets including improvements in unactivated positive (i.e., calm) emotions at follow‐up. Two significant moderation effects were also revealed for PTSD screening. For veteran employees with positive PTSD screens, the intervention functioned to reduce negative emotions. For those employees with negative PTSD screens, the intervention enhanced positive emotions. Our work highlights the benefit of workplace supervisor support to positive and negative employee mood.Practitioner points Our supervisor support training represents an evidence‐based programme that improves employee positive emotions. Positive emotions were increased among veterans who did not screen positive for PTSD (i.e., most veterans). Veterans with positive PTSD screens may benefit from enhanced supervisor support resulting in a reduction of negative emotions, providing supportive evidence for supervisor mental health awareness training.

Military sexual trauma among women Veterans: The buffering effect of coworker support

ABSTRACT Prior research has demonstrated the impact of military sexual trauma (MST) on health and well-being. However, little empirical work has been published identifying protective factors for women who have experienced MST. We examined the impact of two different forms of MST, harassment-only and assault MST, on PTSD symptoms and social functional impairment in a sample of women Veterans employed in the civilian workforce. The effects of MST were examined at three different times over a period of 9 months. We found that MST that included both harassment and assault was associated with significantly higher levels of PTSD symptoms and social functional impairment across three different time points among women Veterans employed in civilian jobs. Further, the pattern of results suggested that coworker support can buffer against these negative outcomes experienced by women who reported assault MST. Overall, findings suggest that coworker support is one critical resource for women Veterans who experienced assault MST.

The Heat Death Line: Proposed Heat Index Alert Threshold for Preventing Heat-Related Fatalities in the Civilian Workforce.

A threshold Heat Index (HI) can serve as the basis for advising the civilian workforce about the risk of heat-related illnesses. We conducted a systematic review and compiled reports of work-related fatalities from heat-related illnesses. We calculated the HI for each fatality. Our objective was to expand upon the military's concept of a "heat death line" and identify an HI alert threshold for the civilian workforce. We identified 14 publications totaling 570 heat-related deaths. In the meta-analysis, the median HI was 101 with a range of 62 to 137. Almost all deaths (96 percent and 99 percent of civilian and military fatalities, respectively) occurred when HI ≥80, which is our proposed heat death line. Some existing HI-based heat advisories are set at a higher temperature value. However, many occupational heat-related illnesses occur below these thresholds, resulting in low sensitivity and a false sense of security. In at-risk outdoor industries, HI ≥80 should trigger hazard awareness and protective actions.

Human resources challenges of military to civilian employment transitions

PurposeUpon discharge, US service members experience an instantaneous immersion back into civilian life. One of the most challenging aspects of that reimmersion is the reentry/entry into the civilian workforce. As such, it is necessary to study the returning veteran's employment experience when considering the veteran's civilian reintegration. The purpose of this study was to analyze and evaluate the returning veteran's civilian employment experience and to identify challenges faced by the veteran in the civilian onboarding experience.Design/methodology/approachThis study is a qualitative analysis in which 27 military veterans were interviewed about their experience with civilian reemployment. The results of the interviews were compiled, analyzed and grouped by common theme. This study explains some of the major issues confronted by the newly separated veteran and discusses how those challenges may influence job satisfaction and job performance.FindingsThe analysis identified the following three main themes that posed challenges to the veteran to civilian employment transition: civilian employer’s military job knowledge deficit, veteran anxiety with civilian employer’s lack of clearly defined new-hire processes and civilian employer misunderstanding of veteran compensation, benefits and family involvement expectations.Research limitations/implicationsThis study is beneficial to scholars in as much as it will help to more clearly identify literature gaps, provide direction on emerging research concepts, add to the existing literature on the veteran to civilian transitions and connect research areas that have not yet been adequately studied. Future research would be well served to follow a similar program of research but by employing different research methods in order to address the limitations outlined above and further support the findings of this research. Specifically, future research should sample across a wider set of individuals as study participants (time since discharge, age, military rank at time of separation, reserve status, etc.). By doing this, future researchers may be able to determine how perceptions change over time and with regard to military experience. A second area of future research may be to conduct related research based on civilian employment opportunities and qualifications. Specific areas of study to be considered should be focused primarily on the macro issues such as military leadership and translating military experiences and skill sets to civilian contexts. Unlike other findings in this research, these two areas cannot be affected at the organizational level, and as such require concept exploration and clarity.Practical implicationsThis study provides guidance and direction for veterans and employers alike by outlining areas that may be challenging for new-hire military veterans and bringing to light areas where the civilian onboarding experience can improve to better accommodate veterans. Further, this study identifies areas that directly or indirectly contribute to high veteran turnover rates and ultimately high veteran unemployment rates.Originality/valueThis original quantitative study conducted by the author specifically identifies several areas in the veteran to civilian employment transition that pose challenges for the returning veteran. All data for this study were gathered and analyzed using first-hand face-to-face interviews and established data analysis methods by the researcher.

Transition From Military Prehospital Medicine to Civilian EMS.

Currently, there is a disconnection between veteran military medics and the civilian Emergency Medical Services (EMS) workforce. This project aimed to characterize the rate of civilian certification among military medics, both active duty and retired, and identify perceived barriers to continuing a career in EMS after military separation. The National Association of Emergency Medical Technicians (EMTs) administered a 21-question online survey to participants. Individuals were recruited through the National Association of EMTs membership communications, Military Relations Committee members, and social media. All responses were anonymous and no identifiable information was collected. Survey questions were compiled and reported as a percentage of respondents. Free-text responses were categorized based on broad themes identified by the authors and are reported as a percentage of respondents. Results included 456 veteran and active duty respondents, of whom 304 (70.7%) had prehospital experience while in the military and 250 (58.1%) had emergency department experience. Over 60% of respondents participated in combat-related duty with 37% having at least 18months of overseas deployment. Civilian EMT certification was held by 164 (36.7%) survey participants and 170 held paramedic certification (38.1%), while 65 (14.6%) held no EMS certification. There were 119 (28.1%) respondents who stated that they did not plan to work in civilian EMS. Top selected reasons for not pursuing civilian EMS careers included: pursuing a medical career that was not prehospital (28.5%), pay disparity (18.1%), and no interest in civilian prehospital medicine (16.4%). Write in responses indicated general frustration with maintaining certification and a desire for advanced certification (AEMT, paramedic) to be supplied by the military prior to transitioning to a civilian workforce as many respondents felt their military-endowed skills and experiences were better aligned with these advanced EMS licenses. The majority of survey respondents held an EMS certification of some kind and suggests that recent efforts to supply military medics with civilian certifications have been largely successful. However, there is still a large portion that remains noncertified or expresses disinterest with entering the civilian workforce. Generally, many of those certified feel their military scope of practice exceeded civilian EMT certification and requested AEMT or paramedic licensure opportunities while still active duty military.