The Multilevel Effects of Occupational Stressors on Soldiers' Well-Being, Organizational Attachment, and Readiness.

Tucker, Jennifer S.; Sinclair, Robert R.; Thomas, Jeffrey L.

doi:10.1037/1076-8998.10.3.276

Cited by 71 publications

(61 citation statements)

References 56 publications

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“…Economic climate OHP researchers have become increasingly interested in the effects of the shared perceptions of group members on outcomes in areas such as work stress (Tucker, Sinclair, & Thomas, 2005) and safety climate (Zohar, 2003). Future research could extend this idea to study the economic climate in an organization.…”

Section: Methodological Concernsmentioning

confidence: 99%

A Multilevel Model of Economic Stress and Employee Well‐Being

Sinclair

Sears

Probst

et al. 2010

Contemporary Occupational Health Psychology

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We write this chapter in the midst of a global economic crisis; international markets and financial systems have been disrupted and many companies have struggled, not always with successful outcomes. For example, a recent U.S. Bureau of Labor Statistics report (Bureau of Labor Statistics, 2009c) indicated that in the first quarter of 2009, 3,489 mass layoff events resulted in some 550,000 workers being separated from their jobs for at least 31 days, the most since the BLS began tracking these numbers in 1996. Many other workers now hold positions that are below their desired level of pay, responsibility, or hours of work; still others have given up searching for employment. As of May 2009, the U.S. labor force included 2.2 million marginally attached 1 workers, a 177% increase from the previous year, and 9.1 million workers in involuntary part-time positions, an increase of 4.4 million between December 2007 and May 2009. Including such underemployed, marginally attached, and discouraged workers yields a May 2009 unemployment rate of 16.4% for the United States (BLS, 2009a).Of course, such trends are not limited to the United States; the International Labour Organization (ILO, 2009) predicted that 2009 would be the worst year for global job creation since it began keeping records in 1991. As many as 1.5 to 1.6 billion workers are in vulnerable employment worldwide, or up to 52.8 percent of the global workforce (ibid.). These workers are less likely to earn an adequate income, more likely to experience labor rights violations, and less able to protect themselves from abuse (ILO, 2009; U.K. Department of Trade and Industry, 2006). The financial crisis also has placed additional downward pressure on wages and the ILO estimates that between 38% and 45% of the world's workforce would meet the definition of "working poor" (i.e., people who earn less than US$2 per day) by the end of 2009. Worse, as many as 200 million workers, mostly in developing countries, could be pushed into extreme poverty (US$1.25, or less, per day). The downward trends of 2008-2009 seem unlikely to be permanent and, even as we write, there are some initial signs of economic recovery. However, international markets seem unlikely to

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Section: Methodological Concernsmentioning

confidence: 99%

A Multilevel Model of Economic Stress and Employee Well‐Being

Sinclair

Sears

Probst

et al. 2010

Contemporary Occupational Health Psychology

Self Cite

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“…Indeed, researchers have recently shown that individuals returning from a deployment are at increased risk for a wide range of mental health concerns, including PTSD (Basham, 2008 ;Ford et al, 2001 ;Hoge et al, 2004 ;Wain, Bradley, Nam, Waldrep, & Cozza, 2005 ), depression and anxiety (Adler, Bliese, McGurk, Hoge, & Castro, 2009 ;Morissette et al, 2011 ;Wright, Foran, Wood, Eckford, & McGurk, 2012 ), alcohol and drug use (Jacobson et al, 2008 ;Tucker, Sinclair, & Thomas, 2005 ), and both suicide and alcohol-related death (Hendin & Pollinger-Haas, 1991 ;Thoresen & Mehlum, 2004 ). Additional research suggests that returning service members are at greater risk for increased levels of aggression (McCarroll et al, 2000 ;Wright et al, 2012 ), reckless driving and danger seeking (Killgore et al, 2008 ), marital problems (Basham, 2008 ;Sayers, 2011 ), burnout (Harrington, Bean, Pintello, & Mathews, 2001 ;Hourani, Williams, & Kress, 2006 ;Tucker et al, 2005 ), diffi culty fi nding meaning in life (Bowling & Sherman, 2008 ), and negative attitudes towards work (Yerkes & Holloway, 1996 ). Data also have shown that rates of mental health symptoms tend to increase throughout the post-deployment reintegration period (e.g., Bliese, Wright, Adler, Thomas, & Hoge, 2007 ;Milliken, Auchterlonie, & Hoge, 2007 ;Thomas et al, 2010 ).…”

Section: Introductionmentioning

confidence: 99%

Towards a Better Understanding of Post-Deployment Reintegration

McCreary

Peach

Blais

et al. 2013

Military Deployment and Its Consequences for Families

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Although researchers have examined the 6-12 month period after which service members return home from an overseas deployment, their studies often focus on members' mental and physical health (e.g., whether or not the member is displaying symptoms of post-traumatic stress disorder or a minor traumatic brain injury). In this chapter, we take a different approach to the post-deployment reintegration period, focusing instead on the positive and negative experiences and perceptions associated with three domains that returning service members have told us are important: reintegrating back into a garrison work environment, reintegrating back into one's family, and integrating the deployment experiences into one's personal identity. In addition, the chapter describes the development and validation of the Post-Deployment Reintegration Scale (PDRS), which we created to support our research, as well as the construction and use of norms for the PDRS. Finally, we

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“…As of 2011, several tax enticement programs such as the VOW program encouraged employers to hire our veterans, despite handicaps and disabilities. It is in our nation's future to mainstream veterans into the civilian lifestyle of today's workforce (Tucker, Sinclair & Thomas, 2005).…”

Section: Employment Laws For Veteransmentioning

confidence: 99%

Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans

Agard

2017

IJHRS

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Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers' decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner's social identity theory and Lewin's organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semi-structured interviews. The data were analyzed and coded and 4 themes emerged: strategies used to fill open positions, specific recruitment and interview protocols, veterans' skills from military training, and lack of experience with hiring veterans. The study results may contribute to veteran's awareness of the skills that employers are seeking that veterans may be able to fulfill. The results of the study could create an opportunity for hiring managers to recognize that veterans represent a trained, ready-made talent pool. The social impact of the study could help hiring managers identify and design the required job description criteria to include the transferable skills of veterans.

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The Multilevel Effects of Occupational Stressors on Soldiers' Well-Being, Organizational Attachment, and Readiness.

Cited by 71 publications

References 56 publications

A Multilevel Model of Economic Stress and Employee Well‐Being

A Multilevel Model of Economic Stress and Employee Well‐Being

Towards a Better Understanding of Post-Deployment Reintegration

Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans

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