The purpose of this quantitative descriptive study was to investigate three military transition services and two categorical variables, reason for seeking Army Career and Alumni Program (ACAP) assistance and education level to predict reasons for ineffective military career transitions. The problem of this study was the U.S. Army must pay states unemployment compensation costs if a soldier cannot transition to a second career or find a job, and sufficient research was not available to explain this phenomenon. The method was to design a survey instrument for this descriptive study to pilot and collect data from transitioning soldiers at a military base in Texas. The quantitative study included a demographic summary of 287 participants in the sample and combined 10 self-reported transition skills to create an unweighted soldier transition confidence index. The participants rated three transition services and the mean values for transition assistance program (TAP) workshop effectiveness, one-on-one counseling effectiveness, and adequate computer and internet services at the Texas ACAP center were 1.672, 1.923, and 1.878. Expected transition service performance, coded as ≤ 2, which corresponded to strongly agree or agree survey instrument responses, was an operational variable designed to test for a significant difference between this predicted outcome and the three transition service means. To establish a standard for measuring three transition services, this quantitative military transition study contained statistical tests using a critical value (α) = .05 to determine if there was a significant difference between expected transition service performance and the observed means. The findings indicated TAP workshops and one-on-one counseling services were effective and adequate computer and internet resources existed at the Texas ACAP center. This quantitative study compared the soldier transition confidence index means based on two independent variables, reason for seeking ACAP assistance and education level. The summary of the ANOVA tests confirmed there was not a significant variation in soldiers’ self-reported confidence levels with respect to the aforementioned categorical variables. The implications of this military career transition study are significant to the U.S. Army, the ACAP organization, human resources strategy, knowledge management, and leadership. A four-step military transition knowledge management model was proposed for future researchers and military leaders to examine military career transitions using a longitudinal approach.
Keywords: military transitions, knowledge management, leadership, U.S. Army, learning
|Advisor:||Sullivan, James A.|
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 72/08, Dissertation Abstracts International|
|Subjects:||Management, Information Technology, Military studies|
|Keywords:||Knowledge management, Leadership, Learning, Military transitions, Transition services, United States Army|
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