Career Development for Women Veterans

The Problem Women veterans suffer from higher unemployment rates than their male counterparts. This is especially true among women veterans of the wars in Iraq and Afghanistan. Although scholars and practitioners recognize the disparity in employment between men veterans and women veterans, there has been little attention given to addressing this gap to improve the employment situation for women veterans. Furthermore, many of the existing policies and programs designed to assist veterans with civilian employment pursuits are targeted toward men veterans and have proven to be less effective for enhancing employability of women veterans. This is a critical HRD issue due to HRD’s interest in career development and the role of HRD professionals in assisting more women veterans in gaining civilian employment. The Solution Toward a remedy for improving unemployment rates for women veterans, this article contains a review of literature focused on exploring barriers to employment among women veterans and strategies for overcoming these barriers. Within this study, the specific needs of women veterans are explored in relation to their employability. Ultimately, this article highlights practical solutions in accordance with transition theory to the growing problem of unemployment among women veterans. These solutions are useful for HRD professionals to assist with successful transitions to civilian employment for women veterans. The Stakeholders This article will be of interest to HRD scholars and practitioners who are concerned with the well-being and employability of women veterans. The information contained in this article will be helpful to counselors and other professionals who are assisting women veterans in their transition to the civilian workforce.

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Military Veterans’ Transferrable Skills

Advances in Developing Human Resources ◽

10.1177/1523422316682961 ◽

2016 ◽

Vol 19 (1) ◽

pp. 6-13 ◽

Cited By ~ 9

Author(s):

Valerie E. Davis ◽

Sarah E. Minnis

Keyword(s):

Human Resource Development ◽

Military Service ◽

Military Veterans ◽

Armed Forces ◽

Skills Training ◽

Contributing Factors ◽

Civilian Workforce ◽

Retention Initiatives ◽

Civilian Employment ◽

Hrd Professionals

The Problem Military veterans face a number of employment challenges as they transition from military service to civilian employment. Although the American workforce has become much more diverse, there continues to be a lack of understanding and misperceptions about veterans’ skillsets and military experiences which inhibits successful employment after military service. Veterans are a source of talent for civilian employers as they bring distinctive capabilities and valuable skills developed through real-world, high-pressure experience, but some human resource development (HRD) practitioners may not be aware of the vast array of skills, training, and knowledge that veterans bring to the civilian workforce in addition to supervisory and management skills acquired during their time in the armed forces. Given the civilian public’s general lack of knowledge about military experience, HRD practitioners, in particular, may be less able to effectively evaluate and integrate veterans’ military experiences, skills, and capabilities in the civilian employment sector. These misunderstandings are contributing factors impacting veterans’ ability to transfer their skills from military to business cultures. The Solution It is imperative that HRD practitioners understand the potentially strong contributions and societal misperceptions regarding the business value of military veterans’ skills and experiences. This article will explore distinctive capabilities of veterans that make them assets in the civilian workforce as well as some potential concerns and highlight HRD’s role in recognizing and facilitating the development of veteran hiring and retention initiatives in civilian employment. Educating HRD professionals about how to integrate military veterans’ skills, knowledge, and abilities in business cultures and mitigate concerns is vital to promote veterans’ contributions to civilian organizations and is necessary for effective hiring and talent development. The Stakeholders Veterans, HRD professionals, scholars, practitioners, and policy makers interested in the HRD field, private sector, federal, nonfederal public sector, and U.S. Office of Personnel Management.

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Post 9/11 Veterans With Service-Connected Disabilities and their Transition to the Civilian Workforce

Advances in Developing Human Resources ◽

10.1177/1523422316682928 ◽

2016 ◽

Vol 19 (1) ◽

pp. 66-77 ◽

Cited By ~ 8

Author(s):

Lisa Stern

Keyword(s):

Literature Review ◽

Human Resource Development ◽

Military Service ◽

Career Transition ◽

Identity Conflict ◽

Three Solutions ◽

Civilian Workforce ◽

Civilian Employment ◽

Hrd Professionals ◽

The Impact

The problem More than five million U.S. veterans are expected to return to our communities and the civilian workforce by the year 2020. The vast majority of Americans have little understanding of military service or the impact service may have on civilian employment outcomes. Connection to the labor force provides the swiftest means for a successful transition back home, yet almost half of post 9/11 veterans indicate finding a job is their biggest challenge. An exploratory literature review was conducted to examine if and how the career transition of post 9/11 veterans with service-connected disabilities is presented in the human resource development (HRD) literature. The solution Based on the results of this exploratory literature review, three solutions are proposed: (a) examine what is working at work for veterans with disabilities in an effort to change the research conversation from problems to solutions, (b) understand and begin to deconstruct the veteran–civilian career identity conflict, and (c) explore the lived experiences of veterans with service-connected disabilities and their employers. The Stakeholders HRD researchers, HRD scholarly practitioners, and HRD professionals with an interest in the complexity of career transition and return-to-work issues facing veterans and people with disabilities.

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Remote e-Workers’ Psychological Well-being and Career Development in the Era of COVID-19: Challenges, Success Factors, and the Roles of HRD Professionals

Advances in Developing Human Resources ◽

10.1177/15234223211017849 ◽

2021 ◽

pp. 152342232110178

Author(s):

Sunyoung Park ◽

Shinhee Jeong ◽

Dae Seok Chai

Keyword(s):

Career Development ◽

Human Resource Development ◽

Success Factors ◽

Empirical Studies ◽

Well Being ◽

Psychological Well Being ◽

Effective Strategies ◽

Work From Home ◽

Hrd Professionals ◽

Health And Well Being

The Problem As most employees have been forced to work from home during the COVID-19 pandemic, there is considerable concern about how to preserve employee health and well-being by supporting their work in this unpredictable situation. In this sense, research highlighting how to support remote e-workers in the COVID-19 pandemic era is urgently needed to inform scholars and practitioners about effective strategies and interventions to support remote e-workers. The Solution By reviewing conceptual and empirical studies, we discuss the challenges of remote e-workers from the perspective of psychological well-being. We also summarize the factors that support psychological well-being. Based on the findings, we suggest how human resource development (HRD) professionals can support remote e-workers’ psychological well-being and career development in the COVID-19 pandemic era. The Stakeholders This article has relevance for scholars, scholar-practitioners, and practitioners who are interested in seeking ways to support remote e-workers from an HRD perspective across countries, disciplines, and contexts in the COVID-19 pandemic era.

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Supporting Family Caregivers of Seniors Within Acute and Continuing Care Systems

Canadian Geriatrics Journal ◽

10.5770/cgj.21.317 ◽

2018 ◽

Vol 21 (4) ◽

pp. 292-296 ◽

Cited By ~ 1

Author(s):

Jasneet Parmar ◽

Jacqueline Torti ◽

Suzette Brémault-Phillips ◽

Lesley Charles ◽

Karenn Chan ◽

...

Keyword(s):

Family Caregivers ◽

Healthcare System ◽

Financial Burden ◽

Healthcare Providers ◽

Well Being ◽

Healthcare Team ◽

Policy Makers ◽

Care Systems ◽

Policies And Programs

BackgroundFamily caregivers who provide care to seniors at no cost to the healthcare system are an integral part of the healthcare system. Caregiving, however, can cause significant emotional, physical and financial burden. We held a one-day symposium on how to best involve and support family caregivers in the healthcare system. The symposium brought together caregiv-ers, healthcare providers, administrators and policy-makers to identify needs and make recommendations to address these issues.MethodsParticipants engaged in conversation circles which were audio-recorded and transcribed. Data were qualitatively analyzed alongside written notes provided by participants.ResultsSymposium participants identified a lack of both orientation and education for healthcare providers about family caregivers and standardized processes for assessing caregiver burden. They highlighted a need to ensure that the family experience is captured and included as an essential component of care, foster a culture of collaboration, expand the notion of the healthcare team to include family caregivers, provide more integrated palliative care, and enhance policies and programs to acknowledge family caregivers.ConclusionThere is a need to recognize the essential role of family caregivers in seniors’ health and well-being, and to take on a more comprehensive approach to patient care.

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Social Motives Predict Loneliness During a Developmental Transition

Swiss Journal of Psychology ◽

10.1024/1421-0185/a000201 ◽

2017 ◽

Vol 76 (4) ◽

pp. 145-153 ◽

Cited By ~ 4

Author(s):

Jana Nikitin ◽

Alexandra M. Freund

Keyword(s):

Social Relationships ◽

Well Being ◽

Social Avoidance ◽

Social Approach ◽

Social Motives ◽

Developmental Transitions ◽

Avoidance Motivation ◽

Negative Effect ◽

Low Levels

Abstract. Establishing new social relationships is important for mastering developmental transitions in young adulthood. In a 2-year longitudinal study with four measurement occasions (T1: n = 245, T2: n = 96, T3: n = 103, T4: n = 85), we investigated the role of social motives in college students’ mastery of the transition of moving out of the parental home, using loneliness as an indicator of poor adjustment to the transition. Students with strong social approach motivation reported stable and low levels of loneliness. In contrast, students with strong social avoidance motivation reported high levels of loneliness. However, this effect dissipated relatively quickly as most of the young adults adapted to the transition over a period of several weeks. The present study also provides evidence for an interaction between social approach and social avoidance motives: Social approach motives buffered the negative effect on social well-being of social avoidance motives. These results illustrate the importance of social approach and social avoidance motives and their interplay during developmental transitions.

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Psychological Resilience Provides No Independent Protection From Suicidal Risk

Crisis ◽

10.1027/0227-5910/a000364 ◽

2016 ◽

Vol 37 (2) ◽

pp. 130-139 ◽

Cited By ~ 9

Author(s):

Danica W. Y. Liu ◽

A. Kate Fairweather-Schmidt ◽

Richard Burns ◽

Rachel M. Roberts ◽

Kaarin J. Anstey

Keyword(s):

Risk Factors ◽

Well Being ◽

Current Status ◽

Psychological Resilience ◽

Cross Sectional ◽

Life Project ◽

Resilience Factors ◽

First Time

Abstract. Background: Little is known about the role of resilience in the likelihood of suicidal ideation (SI) over time. Aims: We examined the association between resilience and SI in a young-adult cohort over 4 years. Our objectives were to determine whether resilience was associated with SI at follow-up or, conversely, whether SI was associated with lowered resilience at follow-up. Method: Participants were selected from the Personality and Total Health (PATH) Through Life Project from Canberra and Queanbeyan, Australia, aged 28–32 years at the first time point and 32–36 at the second. Multinomial, linear, and binary regression analyses explored the association between resilience and SI over two time points. Models were adjusted for suicidality risk factors. Results: While unadjusted analyses identified associations between resilience and SI, these effects were fully explained by the inclusion of other suicidality risk factors. Conclusion: Despite strong cross-sectional associations, resilience and SI appear to be unrelated in a longitudinal context, once risk/resilience factors are controlled for. As independent indicators of psychological well-being, suicidality and resilience are essential if current status is to be captured. However, the addition of other factors (e.g., support, mastery) makes this association tenuous. Consequently, resilience per se may not be protective of SI.

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Prospective Memory Development Across the Lifespan

European Psychologist ◽

10.1027/1016-9040/a000380 ◽

2020 ◽

Vol 25 (3) ◽

pp. 162-173 ◽

Cited By ~ 1

Author(s):

Sascha Zuber ◽

Matthias Kliegel

Keyword(s):

Prospective Memory ◽

Healthy Aging ◽

Present Model ◽

Current Knowledge ◽

Well Being ◽

The Elderly ◽

Cognitive Factors ◽

Everyday Functioning ◽

Integrative Framework

Abstract. Prospective Memory (PM; i.e., the ability to remember to perform planned tasks) represents a key proxy of healthy aging, as it relates to older adults’ everyday functioning, autonomy, and personal well-being. The current review illustrates how PM performance develops across the lifespan and how multiple cognitive and non-cognitive factors influence this trajectory. Further, a new, integrative framework is presented, detailing how those processes interplay in retrieving and executing delayed intentions. Specifically, while most previous models have focused on memory processes, the present model focuses on the role of executive functioning in PM and its development across the lifespan. Finally, a practical outlook is presented, suggesting how the current knowledge can be applied in geriatrics and geropsychology to promote healthy aging by maintaining prospective abilities in the elderly.

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