Perkins Daniel F, Davenport Katie E, Morgan Nicole R, Aronson Keith R, Bleser Julia A, McCarthy Kimberly J, Vogt Dawne, Finley Erin P, Copeland Laurel A, Gilman Cynthia L
Clearinghouse for Military Family Readiness, Pennsylvania State University (Clearinghouse), University Park, PA USA.
Social Science Research Institute, Pennsylvania State University, University Park, PA USA.
Int J Educ Vocat Guid. 2022 Feb 13:1-23. doi: 10.1007/s10775-022-09527-1.
This study assessed the effectiveness of employment programs components, which resulted in the identification of content and process components that increase employability. Employment program use was studied among 1172 United States of America military veterans to determine which content (i.e., interviewing skills) and process (i.e., working with a mentor/coach) components influence job attainment during a time of career and identity transition. Components were distilled utilizing a common components analysis approach (Morgan et al., 2018). Associations with finding employment up to 15 months after the military-to-civilian transition were explored. Veterans who engaged with employment programs were primarily accessing the following components: career planning, resume writing, and interviewing skills. However, only a few content components were significantly related to obtaining employment: interviewing (with mentor/coach), resume writing (online tools), translating military to civilian work (with mentor/coach), entrepreneurship (with mentor/coach), and virtual career fairs. Furthermore, not all processes or modes of instruction for content components were associated with success in the job market. Having a mentor/coach was one of the most effective delivery strategies. For example, veterans using programs delivered by a mentor/coach that translated military skills to civilian work were more likely to find a job at 6-9-months (84%) and 12-15-months (91%) post military separation. In addition, risks that predicted lower use of employment program components by veterans were identified such as junior enlisted rank, combat exposure, combat arms occupation, and physical health problems. With these findings, program developers, implementers, and funders can channel efforts towards the utilization of employment programs with effective components.
本研究评估了就业项目各组成部分的有效性，从而确定了可提高就业能力的内容和过程组成部分。对1172名美国退伍军人的就业项目使用情况进行了研究，以确定哪些内容（如面试技巧）和过程（如与导师/教练合作）组成部分在职业和身份转变时期会影响就业达成情况。利用一种常见的组成部分分析方法（摩根等人，2018年）提炼出各组成部分。探讨了与从军队过渡到平民生活后长达15个月内找到工作的关联。参与就业项目的退伍军人主要使用以下组成部分：职业规划、简历撰写和面试技巧。然而，只有少数内容组成部分与获得就业有显著关联：（与导师/教练一起进行的）面试、（在线工具）简历撰写、（与导师/教练一起进行的）将军事工作转换为平民工作、（与导师/教练一起进行的）创业以及虚拟招聘会。此外，并非所有内容组成部分的过程或教学模式都与就业市场的成功相关。有一位导师/教练是最有效的交付策略之一。例如，使用由导师/教练提供的将军事技能转换为平民工作的项目的退伍军人，在退伍后6 - 9个月（84%）和12 - 15个月（91%）更有可能找到工作。此外，还确定了一些预测退伍军人较少使用就业项目组成部分的风险因素，如初级士兵军衔、战斗经历、战斗兵种职业和身体健康问题。基于这些研究结果，项目开发者、实施者和资助者可以将精力投入到利用具有有效组成部分的就业项目上。
