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Several studies have examined how military-provided training affects post-service employment experience, but this study is the first to investigate that relationship for young men and women who enlisted in the "all-volunteer" era that began in 1974. Using data from the National Longitudinal Survey-Youth Cohort, the authors find that the transfer of skills to civilian employment was as high for military training as for civilian training (45-50 percent), once employer-provided training is excluded from consideration. Furthermore, within two years of their return to civilian life, those who received military training had higher earnings than those who received training in the civilian sector--a finding that contrasts with the results of studies of Vietnam veterans, but agrees with the results found for veterans of World War II and the Korean Conflict. [ABSTRACT FROM AUTHOR]

Objective: The study assessed whether receiving specific types of Veterans Health Administration (VHA) Therapeutic and Supported Employment Services (TSES) between fiscal years (FYs) 2006 and 2010 (a time frame that encompasses the Great Recession) was associated with obtaining competitive employment among veterans with mental illnesses.Methods: The sample included 38,199 veterans discharged from the VHA's TSES program in FY 2006 through FY 2010. On the basis of program monitoring forms completed by TSES clinicians and workload data, veterans were classified as having received one main type of employment service: supported employment (SE), transitional work in the community (TW-community), transitional work in a Department of Veterans Affairs medical center (TW-VA), incentive therapy or sheltered workshop (IT/SW), and no main type of employment service.Results: Compared with veterans who received TW-VA, those who received SE (odds ratio [OR]=1.25) or TW-community (OR=1.24) were more likely to be competitively employed (p<.001), and veterans who received IT/SW were less likely (OR=.85) (p<.001). The predicted probabilities for obtaining competitive employment ranged from 27.2% (IT/SW) to 34.9% (SE). Odds of achieving competitive employment (ORs=.60-.97) were significantly lower during the years of the Great Recession (2007-2009) and in the subsequent year (2010), compared with the year prior (p<.001 to <.05).Conclusions: Although rates of competitive employment were modest across all types of services, community-based employment services were associated with higher odds of achieving competitive employment, compared with services based in a medical center. The Great Recession negatively affected the likelihood of achieving competitive employment, regardless of the employment service received. [ABSTRACT FROM AUTHOR]

The Problem. Historical trends reveal that after protracted armed conflict, the U.S. Military has experienced troop reductions (Shanker & Cooper, 2014). Over 200,000 service members from the recent wars in Iraq and Afghanistan have left active duty each year since 2014. For veterans who successfully navigate the hiring process, transitioning into a civilian workplace may prove daunting (Minnis & Wang, 2011), particularly regarding retention. Some studies reveal that nearly half of newly hired veterans left their first post-military job within the first year of hire (Maury, Stone, & Roseman, 2014). The Solution. This article explored strategic talent management planning considerations and their relationship to military-to-private sector transition processes, from the perspective of the organization and veterans who made successful transitions. Through the utilization of a conceptual framework focused on integrated processes across organizational levels, we suggest that human resource development (HRD) practitioners can effectively integrate veterans into the workplace and assist organizations with maintaining optimally performing workforces by identifying strategic relationships between veteran transition processes and organizational talent management objectives. The Stakeholders. Through the use of a framework, HRD practitioners enhance their ability to assist organizations in attracting, developing, and retaining veteran talent using a systematic approach. [ABSTRACT FROM AUTHOR]

This study employs data collected from a questionnaire survey of 97 business operations (factories) in Japan's electric and electronics industry to measure gemba-level and market-level competitiveness based on the framework of Fujimoto (2003). In addition, the employment situations within these sites were surveyed. The results of these surveys revealed that, as strengths of the electric industry gemba in Japan, 1) these gemba are superior in all metrics of competitiveness except for manufacturing cost, relative to overseas sites in the same companies; and 2) the high level of responsiveness to customers is the major source of market-level competitiveness. Nevertheless, the primary issue faced by these gemba is the skewed age composition of the full-time employees. There are few workers to carry forward necessary skills into future, and the labor costs of the veteran workers are increasing. Japan's manufacturing gemba must develop manufacturing competencies and improve design and development capabilities, in addition to nurturing younger personnel, to gain and sustain competitive advantage. [ABSTRACT FROM AUTHOR]

We explore time trends in the labor force participation of veterans and non-veterans and investigate whether they are consistent with a rising role for the Department of Veterans Affairs' Disability Compensation (DC) program, which pays benefits to veterans with service-connected disabilities and has grown rapidly since 2000. Using 35 years of March CPS data, we find that veterans' labor force participation declined over time in a way that coincides closely with DC growth and that veterans have become more sensitive to economic shocks. Our findings suggest that DC program growth has contributed to recent declines in veterans' labor force participation. [ABSTRACT FROM AUTHOR]

The article discusses a study which identifies the trends and discordance in the generational differences in healthcare, radiology, and nursing. Topics include the representation of generations in the workforce including veterans, generation X, and baby boomers, the use of databases to research the subject such as Academic Search Premier and EBSCO Host, and the characteristics and core values of each generation.

In the 15 years that America has been at war in the Middle East, more than 2.5 million American service members have been deployed in support of Operation Enduring Freedom, Operation Iraqi Freedom, and Operation New Dawn (OEF/OIF/OND). These are in addition to associated and ongoing conflicts in the Global War on Terror. The time spent in military service has changed their lives and challenged these veterans in ways theymay not have expected. One of the most significant challenges the veterans face, is in finding and securing careers in the civilian employment sector after their military service has ended, or between deployments with the National Guard or military reserves. Civilian hiring managers, most often than not, have little or no knowledge about the variety of roles and range of skills that military veterans bring with them following military service. Likewise, veterans are often stymied by the experiences and expectations they experience in the civilian workforce. Misunderstandings and misconceptions plague both military veterans and civilian employers in the hiring and employment processes, leaving each side wondering how to effectively bridge the cultural divide. [ABSTRACT FROM AUTHOR]

The article addresses the question of what veterans need and what Career Development can do to help them. Topics discussed include Career Development as composed of researchers, practitioners and Mechanics with the latter referring to people who pay attention to details and step-by-step systems and believe that every technique must first be tested before it is advised for others and finding a job as the main agenda on the returning veterans' minds.

Abstract: This paper examines three outcomes characterizing different aspects of post 9/11 veterans’ economic reintegration to civilian life: unemployment, earnings and college enrollment, using Current Population Survey data from 2005 to 2011. Analyses include interactions of veteran status with sex, race/ethnicity and educational attainment to evaluate whether diverse veterans experience diverse consequences of service. In brief, I find that the basic unemployment differences between veterans and non-veterans often reported in the media understate the effect of military service on unemployment for men, since veterans have other characteristics that are associated with higher employment rates. Female veterans appear to suffer a steeper employment penalty than male veterans, but black veterans appear to suffer less of a penalty than white veterans. But on two other measures, earnings and college enrollment, veterans appear to be doing better than their civilian peers. Veterans with a high school education or less outearn their civilian peers, but veterans with at least some college education appear to lose some or all of the veteran earnings advantage compared to veterans with a high school degree, suggesting the greatest wage returns to military service accrue among the least educated. Veterans with at least a high school education are more likely to be enrolled in college than their civilian peers. Treating veterans as a monolithic block obscures differences in the consequences of military service across diverse groups. [Copyright &y& Elsevier]

Exploiting Australia's National Service lotteries of 1965 to 1972, I estimate the effect of army service on employment outcomes. Population data from military personnel records, tax returns, veterans' compensation records, and the Census facilitate a rich and precise analysis, identified by 53,000 complying conscripts. The estimated employment effect is -12 percentage points (95% CI: -13, -11) overall, -37 for those who served in Vietnam and 0 for those who served only in Australia. It emerged in the 1990s, mirrored by veterans' disability pension effects. These results contrast with those for the United States, possibly reflecting employment disincentives associated with Australia's veterans' compensation system. [ABSTRACT FROM AUTHOR]

Failure to find steady and rewarding employment and stabilizing economic resources are key contributors to recidivism among ex-offenders. Within 3 years of their release, almost two thirds of ex-offenders return to prison. Ex-offenders face formidable barriers to employment including legal limitations and those specific to their skills, education, and training. In addition to these real barriers and the stigma associated with having a criminal record, the ex-offender’s prospect of securing employment is further complicated by the high national unemployment rate that is characteristic of our current economic downturn. Furthermore, due to limited and or restricted hiring opportunities, ex-offenders may be unable to pursue jobs that best fit their interests. Discussion of the role of work in the lives of ex-offenders has been scarce in the vocational psychology literature. Hence, this article illuminates the ex-offender’s reintegration process and the vocational implications of having a criminal record. The author argues that the field of vocational psychology is distinctively qualified to assume a greater presence in the scholarly literature relevant to the vocational needs of ex-offenders. [ABSTRACT FROM PUBLISHER]

Abstract: Background: Intestinal stomas (ostomies) have been associated negatively with multiple aspects of health-related quality of life. This article examines the relationship between employment status and psychological well-being (PWB) in veterans who underwent major bowel procedures with or without ostomy. Methods: Veterans from 3 Veterans Affairs (VA) medical centers were surveyed using the City of Hope ostomy-specific questionnaire and the Short Form 36 item Veteran’s version (SF-36V). Response rate was 48% (511 of 1,063). Employment and PWB relationship was assessed using multiple regression with age, income, SF-36V physical component summary (PCS), and employment status as independent variables. Results: Employed veterans reported higher PWB compared with unemployed veterans (P = .003). Full-time workers also reported higher PWB than part-time or unemployed workers (P = .001). Ostomy was not an independent predictor of PWB. Conclusions: Employment among veterans after major abdominal surgery may have intrinsic value for PWB. Patients should be encouraged to return to work, or do volunteer work after recovery. [Copyright &y& Elsevier]

Sociologists have long recognized that historical events, such as wars, depressions, and natural disasters, influence trajectories of people’s lives and reproduce or alter social structures. This article extends that line of research. Using data from the Panel Study of Income Dynamics, I test three accounts regarding how combat exposure in war affects men’s ability to work. The direct cumulative disadvantage account posits that war negatively affects servicemen who see combat, regardless of their pre-combat characteristics. The moderated cumulative disadvantage account suggests that combat most negatively affects men who had lower status before they fought. The turning point account suggests the reverse: combat most negatively affects men who had greater status before they fought. Findings suggest that with regard to disability and unemployment, the effects of combat exposure in war are most consistent with the direct cumulative disadvantage account. [ABSTRACT FROM PUBLISHER]

This article compares the methods of a randomized multisite clinical trial of evidence-based supported employment with conventional vocational rehabilitation among veterans with spinal cord injury (SCI). The primary hypothesis is that, compared with conventional vocational rehabilitation (i.e., standard care), evidence-based supported employment will significantly improve competitive employment outcomes and general rehabilitation outcomes. The secondary hypothesis is that evidence-based supported employment in SCI will be more cost-effective than standard care. The current article describes the clinical trial and presents baseline data. The present sample includes 301 veterans with SCI, which includes paraplegia (50%), high tetraplegia (32%), and low tetraplegia (18%). Baseline data indicate that 65% of this sample of employment-seeking veterans with SCI had never been employed postinjury, despite the fact that nearly half (41%) had received some type of prior vocational rehabilitation. These rates of unemployment for veterans with SCI are consistent with the rates reported for community samples of persons with SCI. Forthcoming outcome data will provide much needed insights into the best practices for helping these veterans restore vocational goals and improve overall quality of life. [ABSTRACT FROM AUTHOR]

Although there is a considerable body of literature documenting poor return to work rates among persons with SCI in the general population, little attention has been given to understanding patterns of return to work and use of vocational rehabilitation services among veterans with SCI. The purposes of the present study were to investigate the extent to which veterans are able to obtain competitive employment after a spinal cord injury and to explore veterans' use of existing vocational rehabilitation services. This study surveyed 30 veterans receiving healthcare at the VA North Texas Healthcare System Spinal Cord Injury Center. Thirty percent of our sample had a history of employment after SCI, a rate that is comparable to figures reported in prior studies of employment rates among non-veterans with SCI. Most veterans were unaware of vocational services either within or outside of the VA, and awareness of services was significantly lower for persons with tetraplegia compared to veterans with paraplegia. Of those who were aware of vocational services, only a minority used them. The findings of this study emphasize the need to educate veterans, especially those with more severe injuries, about vocational rehabilitation services as a possible means of improving employment outcomes in this special population. [ABSTRACT FROM AUTHOR]

Few studies have examined employment outcomes in individuals with a primary diagnosis of posttraumatic stress disorder (PTSD). The current study used multivariate modeling to examine the relationship between PTSD, other aspects of military service, and employment among 5,862 veterans in a national Department of Veterans Affairs (VA) vocational rehabilitation program. Veterans with PTSD were 19% less likely to be employed at discharge (odds ratio = 0.81, p = 0.02) after controlling for potentially confounding variables. Individuals with substance use diagnoses or who were homeless at program entry were more likely to be employed at discharge, while receipt of public support income and severe mental illness decreased the likelihood of being competitively employed. This study supports current VA efforts to expand and improve the effectiveness of vocational rehabilitation services for veterans with PTSD. [ABSTRACT FROM AUTHOR]

An essay is presented on the employment characteristics of the veterans who served in the wars in Afghanistan, Iraq and other locations between September 2001 to 2006. It examines the characteristics of the 1.2 million veterans ranging from 18 to 54 years old on how they are performing in the labor market after returning to civilian life. Several charts depicting employment characteristics of the veterans are also presented.

The article presents several issues involving legislations and employment in the U.S. President George W. Bush signed into law the National Defense Authorization Act of 2008 on January 28, 2008. The new law extends the Family and Medical Leave Act of 1993 (FMLA) by providing two types of extended, unpaid, and job-protected leave for service members' family members. The Equal Employment Opportunity Commission (EEOC) was released in its final form on December 26, 2007. It permits employers to change, minimize, or remove employer-sponsored retiree health benefits when the recipient becomes eligible for Medicare or in a state health-benefits program. A final rule was issued by the Office of Federal Contract Compliance Programs (OFCCP) implementing the Jobs for Veterans Act of 2002.

Objective: This study assessed the relationship between neurocognitive function (measured by the Executive Interview [EXIT]) and occupational role function (measured by employment status) in a large cohort of Veterans Affairs patients with bipolar disorder. Methods: A total of 213 patients in a national bipolar disorder intervention study (Department of Veterans Affairs Cooperative Study 430) were dichotomized into two groups—employed (N=91) and unemployed (N=122)—on the basis of responses to a semistructured interview regarding past-year work history. Bivariate analysis was used to assess whether any participant characteristics and course-of-illness variables were significantly different between the employed and unemployed groups and thus could confound results. A stepwise logistic regression was then performed to investigate the association between neurocognitive function and employment status by using the significant demographic and course-of-illness variables as covariates. Results: There were significant differences ha EXIT scores between the employed and unemployed groups, with the unemployed group showing greater executive impairment. Lifetime psychiatric hospitalizations and number of psychotropic medications prescribed had significant associations with employment status. When these variables were entered into a regression analysis, employment status could still be explained by executive functioning. Conclusions: This study found that poor executive function may be associated with poor work adjustment (unemployment) among patients with bipolar disorder. The etiology of this relationship and the contributory role of the prior number of hospitalizations and number of psychotropic medications to executive function remain to be further evaluated. [ABSTRACT FROM AUTHOR]

This article investigates the impact of military service on the socioeconomic status of African American and white, non-Hispanic women veterans of the post-1973 U.S. all-volunteer force. Earnings and family income are used as measures of socioeconomic status. Data from the 1990 Public Use Microdata Sample L were used in this analysis. This data set is a .45 percent sample drawn from the 1990 Census. Using semilogarithmic regression, we found that, overall, African American women veterans did not differ significantly from their non-serving counterparts, controlling for several factors associated with socioeconomic status. White, non-Hispanic women veterans, however, suffered an earnings and family income penalty relative to similar non-serving women. The data suggest that this veteran disadvantage may be due to the interaction of military service, child-bearing patterns, and educational attainment. [ABSTRACT FROM AUTHOR]

The effect of active-duty service on civilian eamings is estimated using the Reserve Components Surveys, permitting a matched comparison between reservists who are veterans and reservists without active-duty service. Estimated treatment effects control for selection by the military and individuals, due in part to identical active-duty and reserve entrance requirements. The average impact of active-duty service on civilian eamings is 3 percent among the reservist population, reflecting effects of essentially zero for enlisted personnel and 10 percent for officers. Among white enlisted personnel veteran effects are negative but small, while averaging about 5 percent among African-Americans. Wage penalties resulting from Vietnam-era service are larger for white draftees than volunteers, while African-American draftees and volunteers realized gains. [ABSTRACT FROM AUTHOR]

Examines the job situation of Vietnam-era veterans returning to civilian life from 1973 to 1974. Rise in employment rate of veterans 20 to 34 years old in 1973; Number and age of Vietnam-era veterans in the civilian non-institutional population; Employment difficulties of Negro and other minority veterans; Work experiences of veterans; Civilian labor force distribution.

The extent and nature of unfairly discriminatory hiring practices involving Vietnam veterans was experimentally explored. Sixty-six supervisors and mid- level managers reviewed the resume of an applicant and the position description for the job being sought. Given otherwise identical qualifications, the applicant was described as either a Vietnam veteran or a non-Vietnam veteran. Results demonstrated that subjects made significantly lower recommendations to hire the Vietnam veteran even though both applicants were judged equally qualified for the job. The Vietnam veteran was also perceived to have a higher probability of psychological problems in his life. Findings are discussed in the context of Asch's (1946) central trait theory. [ABSTRACT FROM AUTHOR]

Examines the trends in the employment situation of male Vietnam-era veterans in the United States in the 1970s. Comparison of the status of 20- to 34-year old Vietnam veterans with that of non-veterans of the same age; Labor force trends; Explanation for the disparity between unemployment rates of young veterans and non-veterans; Worker characteristics; Effect of age factors on the employment chances of veterans.

The article reports that returning veterans, the armed forces, and the Committee for Economic Development (CED) have a strong common interest in postwar jobs for Americans. The CED is interested in seven to ten million jobs, which seem to be the number of new peacetime jobs will need for a prosperous postwar economy. But the difference in number does not denote a difference of interest in the kind of postwar job people want. Both the veteran and CED think that the kind of new jobs people need after the war are productive jobs that result in more goods and services for people to use, and that they should be well-paid jobs so that they may continue to have a high and rising American standard of living. In the fall of 1942, when the CED was first started, the war news was very bleak. It seemed a long way to V-Day. But it was already evident that by V-Day, economy would be so expanded and so changed from its familiar prewar shape that some very carefully laid and realistic plans would be required to put it back together again. Employment conditions prevailing in 1940 were far from satisfactory.

Few studies have examined employment outcomes in individuals with a primary diagnosis of posttraumatic stress disorder (PTSD). The current study used multivariate modeling to examine the relationship between PTSD, other aspects of military service, and employment among 5,862 veterans in a national Department of Veterans Affairs (VA) vocational rehabilitation program. Veterans with PTSD were 19% less likely to be employed at discharge (odds ratio = 0.81, p = 0.02) after controlling for potentially confounding variables. Individuals with substance use diagnoses or who were homeless at program entry were more likely to be employed at discharge, while receipt of public support income and severe mental illness decreased the likelihood of being competitively employed. This study supports current VA efforts to expand and improve the effectiveness of vocational rehabilitation services for veterans with PTSD. [ABSTRACT FROM AUTHOR]

The article presents a summary of the activities of the territory of Hawaii Employment Service. Postwar planning has been headed by the Postwar Planning Committee of the Honolulu Chamber of Commerce, which was organized about the middle of 1943 and made its final report on September 14, 1943. This committee feels that Hawaii's future possibilities rest on four economic legs: industrialized agriculture, the size of the armed forces retained here, the tourist business and the finishing industry. The major conclusion of the committee is that Hawaii may expect more than enough work for the labor force for several years. There is such a tremendous backlog of private construction of homes, expansion of business enterprises and modernization of services that it will require three years to catch up on work long deferred. This program has been delayed due to shortage of materials and labor difficulties. The chief function of the Employment service in this program is to furnish information on the labor market and to channel labor to projects as they reach the production stage. On November 16, 1946 the U.S. Employment Service in Hawaii was transferred to the Territorial Department of Labor and Industrial Relations under L. Q. McComas but will continue to be affiliated with the federal U.S. Employment Service. The Territory of Hawaii Employment Service has adopted the nation-wide Six-Point Program as its goal. Geared to the needs of job seekers, employers and the community, the program provides job placement services for veterans and all other job seekers in all the different skills in industry, trades and services. It provides employment counseling as needed. It also supplies labor market information to job seekers, employers and the public; personnel services to employers; and cooperate with civic groups and labor organizations in community employment and vocational planning.