Non-commissioned Officers Research Articles

Predictors of Desertion: Analysis of the First Michigan Colored Infantry in the American Civil War

AbstractOver 180,000 black soldiers served in the Union Army in the American Civil War. They endured horrific deprivation and disease, and also substantial institutional discrimination in such areas as wage and promotion. Nevertheless, most never deserted their duties as soldiers. However, it is not clear what distinguished those who did desert from their counterparts. The present case‐control study fills this gap. It applies social bonds theory to explain desertion among blacks. The general hypothesis is the greater the bonds or stakes to the military unit, the lower the risk of desertion. Data refer to the First Michigan Colored Infantry (First Michigan) and are from the Bentley Historical Library, University of Michigan. They refer to the population of all 189 deserters in the First Michigan and a comparison group of non‐deserters. Available measures of social bonds include substitute status (substitutes received a bounty upon completion of service), receiving a wound (having “skin in the game”), and noncommissioned officer status. In addition, loyalty to family is framed as a risk factor. The dependent variable is desertion, a dichotomy (0,1). Results are adjusted for other measurable variables. A multivariate logistic regression analysis determined that measures of military social bonds were protective factors against desertion. Substitutes were 73% less apt, wounded soldiers 93% less apt, and noncommissioned officers were 79% less apt to desert than their counterparts. However, family bonds were a risk factor. The model correctly classified 77.95% of the cases. The results largely support a social bonds theory of deviance, but also may support views of the conflicting bonds between family and state as increasing desertion. The investigation is the first quantitative study of desertion among blacks in the Civil War.

Work Motivation of Soldiers of Batalyon 23 Group-2 Kopassus in Sukoharjo

This study aims to analyze the influence of work environment, compensation, education and career development on the work motivation of soldiers of the 23rd Battalion Group-2 Kopassus in Sukoharjo.This study uses a quantitative method with primary data collection and purposive sampling techniques using multiple linear regression analysis methods. The population in this study is all members of Detachment-1 Battalion-23 Group-2 Kopassus according to the personnel nominative set on October 1, 2023 with a sample of 50 soldiers, both non-commissioned officers and officers. The data analysis techniques used for statistical analysis were multiple linear regression tests, F tests, t tests, and determination coefficients. The results of the study showed that the variables of Work Environment, Compensation, and Career Development had an effect on the work motivation of soldiers of the 23rd battalion group-2 of Kopassus in Sukoharjo but the level of education had no effect on the work motivation of soldiers of the 23rd battalion group-2 of Kopassus in Sukoharjo. The variables of Work Environment, Compensation, Career Development and Education Level contributed to Motivation by 70.5% while the remaining 29.5% was explained by other variables that were not proposed in this study. Suggestions that can be given to Battalion 23 Group 2 Kopassus are expected to conduct regular monitoring and evaluation of the work environment, compensation and performance development because these variables have a significant influence on motivating soldiers. Keywords: Presentation of Financial Statements, Accounting System, Accessibility, Internal Control and Accountability of Regional Financial Management

Изменение склонности к девиантному поведению в процессе профессионального становления военнослужащих

<p>High physical and psychological stress has a negative and even detrimental effect on military personnel, which can lead to maladaptive and deviant forms of behavior. It is relevant to study the dynamics of the tendency to deviant behavior as military personnel grow professionally. Purpose: to study the differences in the manifestation of a tendency to deviant behavior in military personnel of different official categories: privates, corporals, sergeants and warrant officers; contract and conscription employees, persons with higher education and secondary education. Methods: Scales of propensity to addictive behavior; Questionnaire of propensity to delinquent and addictive behavior (DAB-2); SADS-30 (Suicidality, aggression, drug addiction, substance abuse); Questionnaire for detecting early signs of alcoholism; Questionnaire for diagnosing Bass-Perry aggression-24; factor analysis, Mann-Whitney and Kruskal-Wallis criteria. Subjects: 42 male military personnel of different job categories (under contract, conscription; privates, corporals, sergeants and warrant officers), aged 18—30 years. Results: it was found that the propensity to drug addiction is less pronounced in contract employees (p≤0.05) and in non-commissioned and junior officers (p≤0.05). Factor analysis has shown that most deviations constitute a single factor, which includes indicators of aggression both towards others and towards oneself; one can note a reduced tendency to delinquent and other forms of deviant behavior, but an increased risk of going into addictive or suicidal behavior. This is also accompanied by a low focus on military service. Conclusions: during the study, it was found that there are differences in the manifestation of a tendency to deviant behavior among military personnel of different official categories: privates, corporals, sergeants and warrant officers. Continuing to serve in the army (under contract) is associated with a decrease in the tendency to manifest deviations.</p>

ОТЕЧЕСТВЕННАЯ ИСТОРИОГРАФИЯ СОВЕТСКОГО ВРЕМЕНИ О СОЛДАТСКИХ ВОЛНЕНИЯХ В ПЕРВЫЙ ПЕРИОД ФРАНЦУЗСКОЙ РЕВОЛЮЦИИ

The issue of discontent among the rank and file and non-commissioned officers of the French Army in the first period of the Revolution and the unrest caused by it in 17891791 has been relatively rarely mentioned in historical works since1917. Soviet historiography usually turned to the traditional forces of social protest in 18th century France: to the movements of the most massive part of the society - the peasantry – and to the socio-politically active urban plebeians. The army, which was under the control of mainly conservative and often downright reactionary generals and officers, was seen more as an agent of suppressing popular uprisings than as a weapon in the fight against outdated orders. Yet, the question of soldier unrest during this period and especially the Nancy Mutiny in 1790 was explored in the Soviet period. Nevertheless, around these events many mythologies arose and they have not been dispelled to this day. A glance at the Soviethis historiography of this issue should be the first step towards a special and in-depth study of the soldier riots in France in the initial period of the Revolution.

The Relationship between Shared Leadership, Team Identification, Job Calling and Team Performance, Team Fighting Morale: Focused ROK Army of Noncommissioned Officer

The Relationship between Shared Leadership, Team Identification, Job Calling and Team Performance, Team Fighting Morale: Focused ROK Army of Noncommissioned Officer

Relationship between Leadership Cultural Characteristics and Job Performance in Military Units

Leadership has always been a topic of discussion, and for the Volunteer Soldiers, the way of doing things vary from unit to unit due to the different styles of leadership. Scholars began to study leadership theories in the 1930s, starting with "trait theory", followed by "behavioral theory", "contingency theory", and more recently, a new type of leadership theory in the late 1970s (Bryman, 1993). The transformational leadership theory of the new leadership theory covers the characteristics, behaviors, and contexts of the previous theories, and provides leaders with concepts and measurement tools that they can follow. Domestic and international academic research has confirmed the strong correlation between transformational leadership and job satisfaction, motivation, and performance (Bass, 1985; Yukl, 1989). Therefore, the purpose of this study is to investigate what leadership styles volunteer noncommissioned officers use to lead their teams to achieve their performance goals and the correlation with job performance.

Optimizing Soldier Counseling: Multi-Source, Mixed-Method Evaluation of a Developmental Counseling Training for Mid-Grade Level Leaders.

In accordance with ADP 6-22-001 and ATP 6-22.1, counseling is the process routinely executed by Army leaders to develop, mentor, and coach subordinate Soldiers and Army civilians within their organization. When implemented effectively, the counseling process can be utilized to produce capable, resilient, and satisfied subordinates who are prepared and motivated to meet mission-essential responsibilities. Training opportunities that specifically focus on optimizing this key leader competence, particularly with non-commissioned officers, are limited. The Directorate of Prevention, Resilience and Readiness (Headquarters, Department of the Army, G-9) offers a specific training, the Counseling Enhancement Workshop, and requested an evaluation to determine the effectiveness of the current training and identify opportunities for improvement. A longitudinal 360-degree approach was deployed as a common multisource methodology intended to produce triangulated feedback from participants, as well as their subordinates and supervisors. Quantitative surveys and qualitative structured interviews were conducted. Performance psychology professional facilitators who train this workshop were also administered a questionnaire to capture instructional feedback. Measures include a knowledge assessment of the workshop content, Counseling Self-Efficacy Survey, as well as original measures related to the workshop experience. Completed written developmental counseling forms and observations from the evaluation team were also reviewed to ensure fidelity of the training implementation and delivery. The current study reports on survey responses from participants and facilitators. Results suggested a strong and positive correlation between the pre- and post-workshop Counseling Self-Efficacy Scale. Because of a small sample size, data were analyzed as planned but interpreted with caution because of limited validity. There was a significant increase between the pre- and post-tests knowledge comprehension test scores. Facilitators reported confidence in teaching resilience skills, but not coaching Soldiers to apply those skills as part of the developmental counseling process. The Army counseling process can be utilized to produce capable, resilient, and satisfied subordinates who are prepared and motivated to meet mission-essential responsibilities. Quantitative results on the content of the CEW present opportunities for meaningful training that increases leaders' confidence in delivering counseling sessions, as well as mastering specific skills that benefit the subordinate Soldier and improve unit health. Furthermore, performance psychology professionals provided feedback on focus areas to meet the instructional objective of the training more efficiently and effectively. Ultimately, the counseling process is considered the most important tool available to current leaders to build the capacity of future leaders and an investment in the training to enhance these skills will provide great returns to the U.S. Army as a whole.

Combat Medics' Preparedness to Serve as Behavioral Health Extenders in Forward Environments.

Future multidomain operational combat environments will require combat medics to play a larger role in managing behavioral health (BH) conditions in forward environments, as soldiers in small teams may have them as their sole medical support for extended periods of time. Previously they were not expected to serve in this role, and thus, they receive minimal BH training. It is unknown to what extent combat medics consider BH tasks as falling within their scope of practice and how often they engage with their soldiers currently related to BH. Qualitative research suggests that many medics feel inadequately prepared to handle BH problems. Our aim is to further assess medic attitudes and behaviors related to BH to better understand the landscape of medic preparedness to fill an expanded role. Data from 292 medics were collected before their participation in the BH Guidelines for mEdic Assessment and Response training, a day-long training for medics expected to deploy to far-forward environments. We investigated whether combat medics engage with their soldiers in areas related to BH, the extent to which they consider BH-related tasks as part of their scope of practice, and how confident they feel engaging in various BH-related tasks. We explored associations between medics' attitudes related to BH scope of practice and confidence performing BH tasks with gender, rank, component (National Guard vs. Active Duty), work-related BH experience, having suicide training in the past year, and having ever sought help for BH. Results indicated that in the past month, 61.4% of medics discussed BH issues, 48.3% assessed BH problems, and 41.3% provided interventions for BH problems with at least one soldier in their unit. Assessment tasks were more frequently endorsed as falling within medic's scope of practice (75%-95%) than intervention tasks (62%-83%). More medics felt confident doing assessments (39%-49% moderately confident or greater) than providing interventions (31%-37% moderately confident or greater). Medics expressed highest confidence in assessing for suicide risk (49% moderate confidence or greater). Medics with a lot of prior BH work experience and non-commissioned officers (as compared to junior enlisted) reported greater confidence in most tasks. Receiving suicide training in the past year was associated with greater confidence assessing for suicide, as well as providing interventions for suicide, general BH problems, and substance abuse. Most medics agreed that numerous BH tasks fell within the scope of their work, but few felt confident engaging in those tasks. These findings support a need for additional training in BH-related tasks across the force. Exploring ways to provide medics BH-related work rotations would augment their general proficiency as first-line treatment providers for soldiers in combat units, and increased training in BH-related tasks should be studied to determine its ability to increase competency and confidence. If medics can learn to assess and recognize BH concerns before they escalate to needing specialty BH care, this could potentially reduce the burden on BH clinics, as well as strengthen the overall force.

Personal Networks Supporting Workplace Learning

This paper is a case study researching personal social networks and their meaning to individual-level learning processes in the workplace. The study was based on the knowledge-creation metaphor of learning. Employees' personal networks are seen as an important component of their learning potential and competence. Methodologically, the paper presents a relatively new technique of Social Network Analysis (SNA), namely, the qualitative egocentric network interview, and a new way of presenting research findings in visual form. The context of the study is the Finnish Defence Forces (FDF) and it was conducted in three companies of one brigade-level unit of the Finnish Army. An egocentric network interview was conducted with ten Non-Commissioned Officers (NCO). The interview data was analysed with qualitative content analysis, and the networks were visualised with the Cytoscape software. The egocentric network analysis showed that the people in the same company created a major support structure for the NCOs’ workplace learning. However, nearly all NCOs had important network structures that were formed around their individual expertise and tasks. The networks varied considerably in size and composition, but had certain connecting features. The networks had three main components; one, the personnel of the NCO’s own unit provided important social support. Two, every NCO had networks related to their own specific task, and three, some NCOs had networks formed through various stages of their life that were still active and useful in their current job. The different ways in which the networks enable and support workplace learning are discussed. In addition, some methodological issues of social network analysis are addressed.

Pelatihan Pengelolaan Emosi pada Anggota Bintara Remaja di Polresta Surakarta

Teenage non-commissioned officers face several challenges in managing their emotions, which can hinder their ability to perform their duties optimally. One of the main challenges is lack of experience. As newcomers, young non-commissioned officers may not be used to dealing with various stressful, dangerous situations or involving interactions with the public. Emotion management training is expected to provide a number of important benefits for juvenile non-commissioned officers and the police institution as a whole. One of the main benefits is increased performance. To achieve the expected goals and benefits, the implementation of emotion management training must be carried out systematically and continuously. Training can begin with an introductory session on the importance of managing emotions, followed by practical training on communication skills, problem solving, and relaxation techniques. In addition, training should include simulations of real situations that youth NCOs may encounter, so that they can apply the skills learned in relevant contexts. Training evaluations must be carried out periodically to ensure that training objectives are achieved and the expected benefits can be felt. Evaluation can be done through knowledge tests, performance observations, and participant satisfaction surveys. Overall, this emotion management training provides short-term benefits in the form of reduced stress and improved performance, while also providing youth non-commissioned officers with skills that are crucial for their long-term careers in the police force. Thus, investment in the development of these skills not only improves operational efficiency but also supports the psychological well-being and professionalism of future police officers.

Gambaran Kontrol Diri Anggota Bintara Remaja di Polresta Surakarta

Self-control is a major component of the ability to override or change responses within oneself, as well as eliminate undesirable behavioral tendencies and refrain from an action taken. The target of the study was young non-commissioned officers aged 18 to 21 years. The purpose of this study was to determine self-control in young non-commissioned officers of the Surakarta Police. To obtain an overview of the level of self-control in young non-commissioned officers of the Surakarta Police. The number of samples used in this study was 7 people and the data collection techniques used in the study were observation and interviews. The results of this study indicate that the seven young non-commissioned officers of the Surakarta Police have good self-control, the seven members can control themselves with their respective strategies.

Relationship between job challenge and job performance in the Korean Army: The mediating effect of learning agility and the moderating effect of job autonomy

ABSTRACT This study aims to identify the relationship among job challenge, learning agility, job autonomy, and job performance based on job demand-resources model. In particular, this study examined the mediating role of learning agility in the relationship between Job challenge and job performance, which has rarely been conducted. Furthermore, the moderating effect of job autonomy as job resource was explored. The data collected were from army officers and noncommissioned officers (NCO) of the Korean Army (N = 425). We hypothesized that there is a positive relationship among Job challenge and learning agility, Job challenge and job performance, the mediating role of learning agility in the relationship between Job challenge and job performance, and the moderating role of job autonomy. As predicted, we found that Job challenge was positively related to learning agility and job performance. We also found a mediating effect of learning agility on the relationship between Job challenge and job performance. Furthermore, job autonomy moderated the positive relationship between Job challenge and learning agility, although the moderating effect of job autonomy between Job challenge and job performance was not significant. Finally, the indirect relationship between Job challenge and job performance, via learning agility, was stronger for the higher job autonomy group than for the lower job autonomy group. The, theoretical and practical contributions and suggestions for future studies on learning agility and job characteristics are discussed.

육군 간부의 조직 촉진조건이 직무만족에 미치는 영향 －군악대를 중심으로

This study was conducted to determine the effect of organizational facilitating conditions on job satisfaction of Army officers. For this purpose, correlation and multiple regression analyses were conducted to determine the relationship between organizational facilitating conditions and job satisfaction among military band officers and non-commissioned officers of the Army, and independent samples t-test and one-way analysis of variance (ANOVA) were conducted to determine the differences in job satisfaction according to demographic and organizational characteristics of the army band. As a result of the analysis, first, among the sub-components of organizational facilitating conditions, only educational facilitating conditions were found to have a positive and significant effect on job satisfaction. These results support previous research that the burden of teaching work negatively affects organizational commitment and positive attitudes, and that on-the-job training promotes professional development, which in turn affects job satisfaction. Therefore, it is urgently necessary to provide professional training conditions for band enlisted soldier, as well as to expand the number of officers who can provide training and guidance to band enlisted soldier and share the workload. In addition, if it is difficult to create a separate educational institution within the military due to the very small size of the band department, it is also necessary to create conditions where training can be conducted from time to time by utilizing civilian personnel to solve the educational deficiency. In addition, as the number of active-duty enlisted soldiers has been plummeting in recent years, a policy of expanding the number of officer’s instead of reducing the size of the enlisted soldier will improve the efficiency of their main specialties while sharing the training tasks. Second, while demographic characteristics did not affect job satisfaction, position and status were found to have a significant effect on job satisfaction among band organizational characteristics. This is consistent with previous studies that have shown that job satisfaction is significantly higher for commanders compared to staff officers. Therefore, it is necessary to seriously examine whether the structure of army bands and the division of duties are overly biased toward the staff to improve the work of the staff. In addition, the imbalance in job satisfaction between non-commissioned officers and officers should be carefully diagnosed as a factor, and measures should be taken to increase mutual job satisfaction and eliminate the gap between positions and status. This study is significant in that it is the first study to apply the organizational facilitating conditions to a military organization.

Exploring the Contributory Factors of Homicide Victimization within the Province of Pampanga, Philippines

In the province of Pampanga, Philippines, particularly from 2019-2022, homicide victimization is considered the third highest crime category in the region. This study aimed to address this gap by exploring and evaluating the factors contributing to homicide victimization in Pampanga during the specific years. The descriptive research design was employed using the survey questionnaire and secondary data sources to answer the objectives of the study. A survey questionnaire was distributed purposively to 101 Police Commissioned Officers (PCO) and Police Non-Commissioned Officers (PNCO) stationed at various police stations in Pampanga. The study revealed that the homicide incidents in the province of Pampanga, Philippines from 2019-2022 occurred often in the evening and midnight during the first quarter. Homicide incidents can occur in public and private places and the perpetrators were sometimes under the influence of alcohol/liquor, and the weapons often used were guns/firearm, knives, and other blunt/bladed instruments. The motives of the perpetrators are usually out of anger or hatred, heated argument and revenge, and the often modus operandi were shooting the victims and stabbing or hacking the victims. Furthermore, the study also revealed that the crime prevention programs to prevent the occurrence of homicide incidents in Pampanga, Philippines were always implemented. Positive correlations were observed to the time of occurrence, involvement of perpetrators, weapons used, motives and community involvement.

Optimisation and improvement of police officers’ special rank types

The article examines the process of reforming the law enforcement system in Ukraine, in particular the creation of the National Police in 2015, and its impact on the rank system of police officers. Special attention is paid to the main changes that occurred as a result of this reform. In particular, such positive aspects as bringing police standards closer to the European level, as well as creating a new police uniform and changing the rank system are highlighted. It is important to note that the reform is aimed at improving the efficiency of law enforcement agencies and their interaction with the public. The article also highlights the problem of the lack of additional ranks and limited career opportunities for junior police officers, which can lead to professional burnout and reduced staff motivation. An analysis of the positive experience of using the extended rank of junior and sergeant ranks in countries such as Canada, Germany, Greece, Spain, as well as the states of Virginia and Delaware in the USA is conducted. The proposed ways of solving the shortcomings in the rank system are aimed at improving the working conditions and motivation of the police personnel. In addition, it is proposed to introduce new ranks for junior and non-commissioned officers of the police in order to stimulate further self-development of professional skills and career growth prospects. In addition, each new rank will have separate duties and functions that will facilitate mutual assistance and cooperation with other police officers. It is also important to emphasise the need to update the design for cadets of higher education institutions with specific learning conditions and lyceums.

Special physical training cadets of the Non-Commissioned Officer College of the National Army Academy

Special physical training cadets of the Non-Commissioned Officer College of the National Army Academy

Program Literasi Informasi di Sekolah Polisi Negara Hinai Polisi Daerah Sumatera Utara

This research aims to (1) evaluate the efforts made by the North Sumatra Regional Police Hinai State Police School Library in the information literacy program, (2) assess the results achieved by students from the information literacy program, and (3) identify inhibiting factors in the implementation of the information literacy program in the library of the North Sumatra Police Hinai State Police School. The research method used was qualitative with a descriptive approach, using interview techniques, and research subjects were selected through purposive sampling. The results of the research show that the information literacy program in the North Sumatra Regional Police Hinai State Police School library has produced various activity programs, such as a 15 minute reading program every two weeks and reading awards. SPN Hinai North Sumatra Regional Police students are able to understand and utilize information from the library for DIKTUBA (Non-Commissioned Officer Education) POLRI assignments. Obstacles in implementing the program include a lack of media and human resources skilled in information literacy as well as a lack of adequate facilities and infrastructure.

Obesity and Overweight: First Comprehensive Overview in the French Armed Forces.

The global rise in obesity is well-established, with significant health implications. This study aims to comprehensively assess overweight and obesity prevalence within the French Armed Forces. Using data from the Unique Medical-Military Software (UMMS) in 2018, a cross-sectional study was conducted on active French Military personnel aged 18 and above, who underwent periodic medical examinations (PME) in 2017. Body Mass Index (BMI) served as the main criterion for overweight and obesity classification. A representative sample was obtained through random sampling. The sample included 17,082 individuals, revealing an average age of 33.5 years, with 36.1% classified as overweight and 9.6% as obese. The mean BMI of women was significantly lower than that of men (23.9 vs 25.3 kg/m2-P < .001). Results indicated that 22.4% of women vs 38.5% of men were overweight (P < .001). For obesity, the difference was not significant (8.8% of women vs 9.8% of men-P = .138). BMI increased with age, and non-commissioned officers (NCOs) showed the highest prevalence of obesity. Gendarmes exhibited the highest BMI and overweight rates (50.1%) among military branches. While obesity is less prevalent in the French Armed Forces compared to the general population, the study emphasizes the equivalent prevalence of overweight. We confirm here that the global epidemic of obesity and overweight affects all armed forces. France seems less affected than other Western armies. Targeting specific groups, such as NCOs and the national gendarmerie, is crucial for prevention.

Zarażenia pasożytami jelitowymi u polskich żołnierzy rozmieszczonych w Kosowie

Introduction and objectiveSoldiers of the Polish Military Contingents currently stationed in foreign countries serve under difficult environmental conditions. Military service abroad is associated with the risk of importing infectious pathogens back to soldiers’ home country. The aim of the study was to assess the current prevalence of infections caused by intestinal parasites in soldiers from the Polish Military Contingent Kosovo serving as part of the Kosovo Force operation in the Balkans.Material and methodsParasitological diagnostics was carried out in June 2023 in a group of 221 soldiers from the Polish Military Contingents Kosovo stationed in several military camps across the country. Each participant was asked to provide three stool samples collected at 2–3-day intervals. Faecal examinations were performed using three different light microscopy testing methods (direct smear, decantation, flotation) at the Department of Epidemiology and Tropical Medicine at the Military Institute of Medicine – National Research Institute.ResultsIntestinal parasites, all of protozoan aetiology, were found in 28 out of 221 Polish soldiers taking part in the Kosovo Force operation in Kosovo included in the study (0.9% participants were infected with &lt;i&gt;Giardia intestinalis&lt;/i&gt; and 11.7% with potentially pathogenic parasites, &lt;i&gt;Blastocystis&lt;/i&gt; spp. and &lt;i&gt;Dientamoeba fragilis&lt;/i&gt;). There were no infections with nematodes, cestodes or trematodes among the study participants. No correlation was found between the detection of a parasitic infection and the presence of diarrhoea or other gastrointestinal symptoms within six months prior to the study. The analysis demonstrated that infections with protozoa were most often found in soldiers aged 35–45 years old. As for the military ranks, the rate of infections in each corps (privates, non-commissioned officers, and officers) was similar.ConclusionsCases of intestinal parasitic infections in soldiers from the Polish Military Contingent Kosovo could be associated with the effects of environmental conditions (poor standards of sanitation in the areas of deployment) and failure to comply with disease prevention principles (food and feed hygiene).

Defiant heroism or wilful disobedience? John ‘Jack’ Hinton and the ethics of disobedience in war

ABSTRACT The Victoria Cross is the highest and most prestigious honour within the British Commonwealth military honours system. It is awarded for only the most conspicuous bravery or pre-eminent act of valour, self-sacrifice, or extreme devotion to duty in the presence of the enemy. Yet, in 1941, Sergeant John “Jack” Hinton, a New Zealand non-commissioned officer serving in Greece, was awarded for actions that were, according to his citation, carried out against orders. Against the background of Hinton’s actions and subsequent award, in this paper we consider the ethics of disobedience in war, and when – or, indeed, if – such disobedience can be justifiable. We argue that if the circumstances of Hinton’s actions were as described in his VC citation, then his decision to defy orders was not justified, nor was it, all things considered, excusable.