This study aims to examine the job-related experiences of U.S. military veterans after their transition from active military service to civilian employment, with a particular focus on the effectiveness of the Department of Defense Transition Assistance Program (TAP).
Using a qualitative phenomenological approach, the study compares the experiences of 25 veterans who attended TAP workshops with those of six veterans who did not participate. Based on survey data from veterans across all five U.S. military service branches, the research explores whether participation improves employment opportunities and job-related outcomes. The findings indicate that TAP participants did not experience better employment outcomes than non-participants. The study therefore highlights the need for further research into the effectiveness of transition assistance programs and their role in supporting veterans’ integration into the civilian workforce.
Table of Contents
1. CHAPTER ONE
1.1 Problem Background
1.2 Problem Statement
1.3 Purpose of the Study
1.4 Research Questions
1.5 Limitations of the Study
1.6 Delimitation of the Study
1.7 Definition of Terms
1.8 Significance of the Study
1.9 Importance of the Study
2. CHAPTER TWO: REVIEW OF LITERATURE
2.1 The GI Bill of Rights
2.2 Military Recruitment
2.3 Active Duty Military and U.S. Veterans Population
2.4 Department of Defense’s Transition Assistance Program
2.5 Department of Labor
2.6 Department of Veterans Administration
2.7 Army
2.8 Marine Corps
2.9 Navy
2.10 Coast Guard
2.11 Air Force
2.12 Why Some Organizations are Reluctant to Hire Military Veterans
2.13 Transition Assistance Program’s Effectiveness
2.14 DOD-Funded Veterans Programs and Organizations
2.15 Conclusion
3. CHAPTER THREE: METHODOLOGY
3.1 Research Design
3.2 Phenomenological Methodology
3.3 Methodological Assumptions
3.4 Population and Sampling Procedures
3.4.1 Population Selection
3.4.2 Sampling
3.4.3 Data Collection
3.5 Data Processing and Analysis Procedures
3.5.1 Instrumentation
3.5.2 Validity
3.5.3 Reliability
3.6 Chapter Summary
4. CHAPTER FOUR: DATA ANALYSIS AND RESULTS
4.1 Restatement of Data Processing and Analysis
4.2 Presentation of Descriptive Characteristics of Respondents
4.3 Results
4.3.1 Section 1: Survey Questions
4.3.2 Section 2: Demographic Profile of Respondents
4.3.3 Section 3: Comments and Suggestions Made by Respondents
4.4 Summary
5. CHAPTER FIVE: FINDINGS, CONCLUSIONS, IMPLICATIONS, FUTURE RESEARCH, AND RECOMMENDATIONS
5.1 Overview of the Study
5.2 Findings
5.3 Analysis of Survey Question 5
5.4 Analysis of Survey Question 11
5.5 Analysis of Survey Question 12
5.6 Analysis of Survey Question 13
5.7 Analysis of Survey Question 15
5.8 Analysis of Survey Question 16
5.9 Conclusions
5.10 Implications
5.11 Recommendations
5.11.1 The Rand Corporation’s Recommendations
5.11.2 Government Accountability Office Recommendations
5.11.3 The University of Southern California’s Recommendations
5.11.4 Respondents’ Recommendations
5.11.5 Researcher’s Recommendations
Objectives & Topics
The primary objective of this qualitative phenomenological research study is to investigate and document the lived job-related experiences of U.S. military veterans following their participation in Transition Assistance Program (TAP) workshops, and to evaluate how attendance influences employment outcomes compared to non-attendance in the civilian job market.
- The transition process and challenges faced by military personnel re-entering the civilian labor market.
- Evaluation of the effectiveness, curriculum, and structure of the Department of Defense Transition Assistance Program (TAP).
- Employer perceptions, civilian organizational reluctance, and obstacles in translating military skill sets into corporate competencies.
- Comparative analysis of employment placement, job satisfaction, and time-to-hire between TAP attendees and non-attendees.
- Strategic policy recommendations from institutional bodies and participating veterans to improve military transition initiatives.
Excerpt from the Book
Why Some Organizations are Reluctant to Hire Military Veterans
Mangum and Ball (1989) conducted a study on the transferability of military training skills acquired by veterans during the pre-Vietnam War era, and the military training skills acquired by veterans during the post-Vietnam War era that began in 1974. These training skills were compared to comparable skills in civilian occupations. The study found that employees who had military training had better wage earning than employees who had no military training (Mangum & Ball, 1989). However, the perceptions and attitudes of civilian organizations have changed dramatically toward military veterans. The Society for Human Resource Management (SHRM) reported that many civilian organizations perceive former military personnel as having suffered physical or psychological injuries. Additionally, it is increasingly difficult to translate military skills and experience into civilian jobs. The SHRM also reported that of its 250,000 members, 46% of the members surveyed stated that they would have difficulty hiring military veterans to fill civilian job positions (Society for Human Resource Management, 2010).
A study conducted on transitioning Iraq and Afghanistan war veterans ages 23-58 found that of the 18 veterans interviewed, a disproportionate number had serious difficulties transitioning back into the civilian population. Among these difficulties were issues such as post-traumatic stress disorders (PTSD), anxiety, substance abuse, and depression (Peterson, 2010). The Bureau of Labor Statistics (2014) reported that as of August 2013, 29% of Gulf War II veterans experienced some form of service related disability. About 15% (3.2 million) of military veterans in the U.S. have a service-related disability (Bureau of Labor Statistics, 2014). Regardless of whether the remanding 85% of veterans have disabilities, they are perceived as though they do.
Further, a study conducted by the Center for a New American Security (2012) on the hiring of military veterans, interviewed 87 human resource personnel from 69 different organizations. The organizations identified 11 criteria for hiring veterans such as character, self-efficacy, self-discipline, leadership ability, teamwork, adaptability, dedication, shared values, persistence, resilience, and goal orientation. However, the organizations were also concerned about the confusion related to the transferability of military training skills, the possibility of National Guardsmen and reservists being called to active duty, and the negative stereotypes related to physical and psychological injuries of some veterans. Many organizations perceive that it is their patriotic duty to support and hire veterans however, not to the extent that it jeopardizes their own future and the future of their organizations (Center for a New American Security, 2012).
Chapter Overview
CHAPTER ONE: Introduces the background, problem statement, research questions, limitations, and conceptual significance of examining the employment outcomes of military veterans relative to the Transition Assistance Program.
CHAPTER TWO: REVIEW OF LITERATURE: Examines historical and contemporary literature regarding the GI Bill, military recruitment, service branch transition variations, organizational hiring barriers, and governmental program evaluations.
CHAPTER THREE: METHODOLOGY: Outlines the qualitative phenomenological research design rooted in social constructivism, detailing population selection, purposeful sampling, data collection protocols, and validity safeguards.
CHAPTER FOUR: DATA ANALYSIS AND RESULTS: Presents the qualitative and descriptive data obtained from 31 active-duty military veterans, detailing survey findings, participant demographics, and open-ended feedback on civilian employment outcomes.
CHAPTER FIVE: FINDINGS, CONCLUSIONS, IMPLICATIONS, FUTURE RESEARCH, AND RECOMMENDATIONS: Synthesizes the core findings regarding program efficacy, examines institutional implications, and provides detailed actionable recommendations from external research bodies, survey respondents, and the author.
Keywords
Transition Assistance Program, military veterans, civilian employment, phenomenological study, Department of Defense, veteran unemployment, military transition, GI Bill, skill translation, career readiness, post-traumatic stress, organizational hiring.
Frequently Asked Questions
What is the primary subject of this study?
The study investigates the lived job-related experiences of U.S. military veterans entering the civilian workforce, focusing on the influence of the Department of Defense Transition Assistance Program (TAP) workshops on post-service employment outcomes.
What are the central thematic areas addressed in the dissertation?
Key themes include military-to-civilian career transition, institutional delivery of TAP across service branches, civilian employer perceptions and hiring reluctance, and the translation of military skills into civilian workplace competencies.
What is the primary goal and research question of the research?
The main purpose is to determine how and to what extent TAP workshops improve employment opportunities for veterans, addressing how attendees perceive the program's impact compared to the experiences of non-attendees.
Which scientific methodology was utilized in this study?
The author employed a qualitative phenomenological research methodology underpinned by social constructivism, utilizing survey questionnaires, telephone interviews, and qualitative coding to capture the personal perspectives of 31 veteran respondents.
What topics are explored in the main body of the work?
The main body examines historical transition legislation, the differing TAP implementations across the five armed services branches, specific employer hiring hurdles, detailed survey data, and descriptive analyses of time required to secure employment.
Which key concepts characterize this scholarly publication?
Core concepts include TAP workshops, veteran unemployment, military career transition, civilian labor market integration, skill transferability, and veteran support programs.
Did the study find a significant difference in job outcomes between TAP attendees and non-attendees?
The findings indicated that military veterans who attended TAP workshops did not achieve significantly better job outcomes or employment experiences compared to veterans who did not participate in the program.
What primary criticisms did respondents express regarding TAP workshops?
Participants noted that workshops often felt like superficial "check the block" requirements, relied on instructors lacking modern corporate experience, placed too much emphasis on resumes over professional networking, and were scheduled too close to discharge.
What major recommendations are proposed to enhance the effectiveness of transition programs?
Recommendations include making attendance mandatory up to two years prior to separation, integrating active civilian corporate recruiters and mentorship networks, tailoring counseling to individual career paths, and tracking veterans' employment progress through longitudinal post-discharge studies.
- Quote paper
- Kermit Hunter (Author), 2015, A Phenomenological Study of the Lived Job-Related Experiences of Military Veterans After Attending Transition Assistance Program Workshops, Munich, GRIN Verlag, https://www.grin.com/document/1750480
