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首页> 外文学位 >Transitioning from the military to federal civil service employment: Preferential hiring and its unintended consequences on the mid-life career transition and workplace adaptation of veterans.
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Transitioning from the military to federal civil service employment: Preferential hiring and its unintended consequences on the mid-life career transition and workplace adaptation of veterans.

机译：从军人向联邦公务员的过渡：优先雇用及其对中年职业过渡和退伍军人适应的意外影响。

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摘要

This study explored the military-to-civilian transition experiences of veterans employed with the federal government. The purpose of the study was to develop an understanding of how the presence of veterans, potentially hired under veteran preference statutes, impacted hiring decisions, workplace attitudes, and the behavior of nonveteran coworkers and supervisors. Veterans' preference mandates fair and equitable treatment of veterans in their pursuit of federal civil service employment. Questions of fairness and whether more qualified nonveterans have been denied employment opportunities flame divisive arguments over the intent of the laws. The occurrence of unintended consequences and opposition to mandated policies gave cause to question whether a veteran's ability to successfully transition to federal civil service employment is impacted by these laws. The argument that the federal government's hiring system has been degraded because of requirements to execute these laws also led to questioning the fairness and intent of mandating hiring practices. This study explored these questions from the veteran's perspective. The findings supported the literature suggesting that intervention by the federal government had not eliminated unintended behavior or attitudes influenced by veterans' preference laws. Questionable hiring practices, misinformation, and criteria used to determine employment eligibility created employment barriers for veterans and caused veterans and nonveterans to distrust the federal hiring system. The participants' experiences were influenced by the workplace environment, attitudes and beliefs of nonveterans, the behavior and practices of supervisors, and the amount of effort and time required to obtain employment. The participants agreed that veterans' preference is fair and should be retained but surmised that without government intervention many veterans would not be hired as federal civil servants. They also agreed that veterans are highly qualified and military experience should not be discounted by hiring officials. Despite personal beliefs, the participants upheld the merit principle that best qualified should prevail as the selection criteria in the hiring process. The participants' experiences provided a veteran's perspective of employment challenges and the impact those challenges have on paradigmatic ideals about the resocialization of veterans, their ability to adapt, transition, and gain acceptance within a new work environment after military retirement.
机译：这项研究探索了联邦政府雇用的退伍军人从军民过渡的经验。该研究的目的是加深对可能根据退伍军人偏好法规雇用的退伍军人的存在如何影响雇用决定，工作场所态度以及非退伍军人同事和主管的行为的理解。退伍军人的偏好要求对退伍军人在追求联邦公务员职位方面给予公平和公正的待遇。公平问题以及是否有更多合格的非退伍军人被剥夺了就业机会，引发了人们对法律意图的分歧。意外后果的发生和对强制性政策的反对，使得人们质疑这些法律是否影响了退伍军人成功过渡到联邦公务员制度的能力。由于执行这些法律的要求，联邦政府的雇用制度已经退化的论点也引发了对强制雇用惯例的公正性和意图的质疑。这项研究从退伍军人的角度探讨了这些问题。这些发现支持了文献，表明联邦政府的干预并没有消除受退伍军人的偏好法影响的意外行为或态度。可疑的雇用做法，错误信息以及用于确定就业资格的标准，为退伍军人创造了就业障碍，并导致退伍军人和非退伍军人不信任联邦雇用制度。参与者的经历受到工作环境，非退伍军人的态度和信念，主管的行为和习惯以及获得工作所需的工作量和时间的影响。与会者一致认为，退伍军人的偏爱是公平的，应该保留，但是他们推测，如果没有政府干预，许多退伍军人将不会被聘为联邦公务员。他们还同意退伍军人具有很高的素质，军事经验不应被雇用官员所轻视。尽管有个人信念，但参加者仍然坚持择优原则，即在招聘过程中应以最合格的人才为选拔标准。参与者的经历为退伍军人提供了就业挑战的观点，以及这些挑战对退伍军人的重新社会化，退伍军人在新的工作环境中适应，过渡和获得接纳的范式理想的影响。

著录项

  • 作者

    Carter-Boyd, Beverly L.;

  • 作者单位

    Capella University.;

  • 授予单位 Capella University.;
  • 学科 Political Science Public Administration.;Military Studies.;Sociology Organizational.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 209 p.
  • 总页数 209
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

  • 入库时间 2022-08-17 11:43:41

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