scholarly journals Go Back to the Beginning: Career Development and the Challenges of Transitioning from the Military to Civilian Employment

2020 ◽  
Author(s):  
Mirsad Bahtic ◽  
Verma Prikshat ◽  
John Burgess ◽  
Alan Nankervis
Keyword(s):  
Career Development ◽  
Civilian Employment ◽  
The Military

Veterans Should Be Included Too

2022 ◽  
pp. 1866-1883
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Attitudes of Reserve Component Servicemembers regarding the Consequences of Frequent Overseas Deployments

1998 ◽  
Vol 83 (3) ◽  
pp. 983-989 ◽  
Author(s):  
Walter R. Schumm ◽  
Anthony P. Jurich ◽  
James A. Stever ◽  
Diane Sanders ◽  
Carlos Castelo ◽  
...  
Keyword(s):  
Department Of Defense ◽  
Family Life ◽  
Persian Gulf War ◽  
Gulf War Veterans ◽  
Civilian Employment ◽  
Reserve Component ◽  
Persian Gulf War Veterans ◽  
Peacekeeping Missions ◽  
The Military ◽  
Overseas Deployment

The U.S. Department of Defense has announced that it will use Reserve component units more frequently for overseas deployments, for humanitarian and peacekeeping missions. Approximately one thousand Reserve component veterans, most from Ohio, were surveyed regarding their perceptions of the effects of increased overseas deployment requirements for Reserve servicemembers. Approximately half of those surveyed reported that the new requirements would pose substantial difficulties for civilian employment and family life, with reduced intentions to remain in the military or to stay long enough to retire from the military. Difficulties seemed to be more severe for family life than for civilian employment. Persian Gulf War veterans were more pessimistic about the effects of the new requirements on family life and recruiting; however, those who had remained in the military were less pessimistic about the effects of increased deployments.

Veterans Should Be Included Too

2021 ◽  
pp. 148-165
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment

2019 ◽  
Vol 49 (4) ◽  
pp. 508-531 ◽  
Author(s):  
Andrew K. Tao ◽  
Jesse W. Campbell
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Military Service ◽  
Service Organizations ◽  
Role Clarity ◽  
Government Employees ◽  
Federal Employee ◽  
Civilian Employment ◽  
The Military ◽  
The U.S

Veterans can face difficulties adjusting to civilian employment due to their experiences in highly structured and regimented military service organizations. This study focuses on factors that affect the job satisfaction of veterans employed in the civilian U.S. Federal Government. Drawing on sector imprinting theory, we propose that role clarity will have a stronger link with job satisfaction for government employees who have served in the military than for those who have not. Second, we argue that this difference will dissipate over time, with the importance of role clarity for veterans being strongest at the earliest stages of the transition to civilian employment. We present evidence for our theory from an analysis of the 2013 Federal Employee Viewpoint Survey. Finally, after discussing the limitations of our study, we suggest practical managerial tactics that can complement ambitious public sector veteran employment initiatives.

Veterans Should Be Included Too

2021 ◽  
pp. 311-334
Author(s):  
Yvonne O. Hunter-Johnson
Keyword(s):  
Career Development ◽  
Implementation Strategies ◽  
Career Transition ◽  
Organizational Level ◽  
Job Retention ◽  
Civilian Workforce ◽  
Organizational Resistance ◽  
Diversity And Inclusion ◽  
Transitional Challenges ◽  
The Military

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Career Development for Women Veterans

2017 ◽  
Vol 19 (1) ◽  
pp. 54-65 ◽  
Author(s):  
Tomika W. Greer
Keyword(s):  
Career Development ◽  
Women Veterans ◽  
Well Being ◽  
Unemployment Rates ◽  
Civilian Workforce ◽  
Barriers To Employment ◽  
Civilian Employment ◽  
Hrd Professionals ◽  
Policies And Programs

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.

scholarly journals Career Development in the Uniformed Services of Lithuania: Wide Open Innovation Possibilities vs. Innert Hierarchical Culture

2017 ◽  
Vol 16 (3) ◽  
pp. 365-376
Author(s):  
Svajūnė Ungurytė Ragauskienė ◽  
Mantas Bileišis
Keyword(s):  
Career Development ◽  
Open Innovation ◽  
Military Service ◽  
Service Member ◽  
Institutional Factors ◽  
Service Members ◽  
Development Models ◽  
Development Paths ◽  
The Military ◽  
Service Regime

We compare career development models between two uniformed services regimes of Lithuania: military and statutory (police and penitentiary services). In this paper, we differentiate regulative and normative institutions by comparing the egzisting regulation that relates to career development and interview accounts of servicemembers regarding their understanding of career development paths and institutional factors that affect them. We find that regulations between the two regimes are similar; however, there are radical differences in how service members perceive career development. We conclude that other, non-regulatory, factors are at play: (i) considerable legacies of in statutory services since the Soviet-era, and (ii) the exposure of the military service to international practices in the context of NATO alliance. Statutory services inherited their personnel, organizational structure and, to some extent, regulations from the Soviet-era, whereas the military was built from scratch, largely based on conditionalities set by NATO accession. Although we see striking similarities in human resource management (HRM) regulations among services regimes, there are no comparable similarities with regard to how service members view career development. Career development is not regulated in detail in either service regime and serves as a good indicator of normative institutions that shape uniformed services. Service member accounts lead us to conclude that elements of career development that are applied in the military service achieves better HRM outcomes.DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19335

scholarly journals Military personnel and the transition into civilian employment: A systematic narrative review

2021 ◽  
Author(s):  
Dean Whybrow ◽  
Christine Milligan
Keyword(s):  
Military Personnel ◽  
Quantitative Research ◽  
Armed Forces ◽  
Narrative Review ◽  
Job Skills ◽  
Bibliographic Databases ◽  
Military Experience ◽  
Civilian Employment ◽  
The Military ◽  
The Impact

Background: Service personnel are often of working age when retiring from the military. A sizeable number of military personnel transition into civilian careers every year, but little is known about the impact of this transition. Objective: This systematic narrative review aims to consider the international evidence about military personnel’s experience of transition to civilian employment.Methods: Four bibliographic databases were searched for published research about fulltime regular military veterans in civilian employment. Twenty-three studies were identified that included both qualitative and quantitative research. These studies were graded as moderate to good quality.Results: Four themes emerged from the review: the value of military experience; successful career transition; the difference between military and civilian employment; identity as a veteran.Key points were: veterans might hold a naive view of the value of their military experience;being able to transfer job skills to civilian employment may be an advantage; there were differences between the military and civilian workplace; constructing a civilian workplace identity included adjusting to different workplace values. Conclusion: Further research into the experience of deciding to leave the armed forces may help the armed forces to develop strategies for retaining personnel. No study focussed solely upon midlife career change and research into this area is important because military careers typically finish midlife.

Role of mentoring for women in the Canadian Armed Forces

2021 ◽  
Author(s):  
Linna Tam-Seto
Keyword(s):  
Career Development ◽  
Personal Development ◽  
Sexual Trauma ◽  
Armed Forces ◽  
Cultural Factors ◽  
Women In The Military ◽  
Ongoing Research ◽  
Canadian Armed Forces ◽  
The Military

LAY SUMMARY In Canada, mentoring has been used in the armed forces to support women’s careers and personal development, but there is little evidence that the unique experiences of being a woman in the military have been considered in mentoring efforts. The current study aims to find reasons why servicewomen are using mentorship in the Canadian Armed Forces and to identify the gender and cultural factors that may play a role in those mentoring experiences. This article presents some of the findings from 28 interviews that explored the experiences of mentorship for women in the military. For women, career development advice includes learning how to manage personal responsibilities along with career objectives. Women are also looking for support to address issues related to gender and military culture, kinship and visibility, and surviving sexual trauma in the workplace. The current study provides a foundation for ongoing research and forms a basis on which future mentorship work can be built.

scholarly journals An early career in the military: A developmental-contextual perspective

1999 ◽  
Vol 25 (1) ◽  
Author(s):  
M. E. Kotze ◽  
A. Duvenhage
Keyword(s):  
Career Development ◽  
Early Career ◽  
Military Officers ◽  
Value System ◽  
Developmental Patterns ◽  
Young Professional ◽  
Community Roles ◽  
The Military ◽  
Life Roles ◽  
Space Approach

Young professional military officers' experience of their internal career development was studied longitudinally from a life-span, life-space approach. Significant transitions between the life roles of worker, student and leisurite, with concomitant changes in their value system, away from traditional military values towards occupationalism, were confirmed. Gender differences were found for the work and community roles as well as in the developmental patterns of the need for authority, creativity, cultural identity, physical activities, social relationships and variety. Significant differences between the career development profiles of military and civilian students with regard to life roles were revealed. Opsomming Jong militere beroepsoffisiere se belewenis van hulle interne loopbaanontwikkeling is longitudinaal uit 'n lewenspan-Iewensruimte benadering bestudeer. Beduidende oorgange tussen die werk-, studie- en ontspanningsrolle met gepaardgaande veranderinge in hulle waardestelsel, weg van tradisionele militere waardes in die rigting van 'n beroepsgeoriënteerde waardestelsel, is bevestig. Geslagsverskille is gevind wat betref die werk- en gemeenskapsrolle sowel as in die volgende ontwikkelingspatrone: 'n behoefte aan outoriteit, kreatiwiteit, kulturele identiteit, fisiese aktiwiteite, sosiale verhoudings en verskeidenheid. Beduidende verskille met betrekking tot lewensrolle het in die loopbaanontwikkelingsprofiele van militere en burgerlike studente aan die lig gekom.

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