The degree of overlap between two positive motivational constructs-morale and work engagement-was assessed in a random sample of Canadian Armed Forces personnel stationed across Canada (N = 1,224). Based on self-determination theory and past research, job-specific self-efficacy, trust in teammates, and job significance were expected to be associated with morale and work engagement. Structural equation modeling analyses revealed that morale and work engagement were highly positively correlated, but had different patterns of association with predictor and outcome variables. Although trust in teammates and job significance predicted both morale and work engagement, job-specific self-efficacy predicted morale but not work engagement. Willingness to deploy on operations, turnover intentions, and psychological distress were predicted by both morale and work engagement, but morale was a better predictor of psychological distress and work engagement was a stronger predictor of turnover intentions. Together, the results suggest that, despite their overlap, morale and work engagement, as defined and measured herein, are not interchangeable.

To monitor workplace factors associated with well‐being and performance in the Department of National Defence, and embodying departmental efforts to create and maintain a healthy workplace, we assembled a comprehensive and psychometrically sound survey battery that reflects Canada's national standard for psychological health and safety. Moreover, for testing and understanding the relationships among the survey variables and national standard factors, we applied an evidence‐based framework to build a conceptual psychological health and safety model. In this article, we introduce our survey and model to other organizations and the wider academic community, we provide some preliminary support for the pattern of results illustrated in our climate profiles, and we discuss our future research agenda to address current limitations. © 2018 Her Majesty the Queen in Right of Canada. Canadian Journal of Administrative Sciences © 2018 ASAC. Published by John Wiley & Sons, Ltd. Reproduced with the permission of the Minister of National Defence.

Objective: Excessively violent or otherwise inappropriate acts by military personnel on the modern battlefield can impede mission success, and they can have detrimental effects on the victims, witnesses, and perpetrators. This study provides new insights into the association between unethical battlefield conduct and mental health, as well as the processes through which misconduct on military operations occurs. Method: Through a comprehensive literature review, we examine the scope of issues around unethical battlefield conduct and we consider the association between unethical conduct and mental health from different perspectives. Results: Our review culminates in a process model that suggests that mental health problems, such as posttraumatic stress disorder (PTSD), can drive unethical battlefield conduct through anger induction and/or disregulation. Additionally, we propose a framework, the Triad of Ethical Risk, that underscores three factors that increase service members’ risk for acting unethically on the battlefield: (a) recent history of combat exposure, (b) history of committing offenses that underscore violence and/or impulsivity, and (c) recent history of anger-related behaviors. Conclusions: This practical framework can assist military leaders and health professionals in understanding the processes through which mental health can affect battlefield conduct, and in identifying personnel at risk of offending before they offend.

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