Adult Learning and Development Goals for Female Veterans’ Career Transitions Amid Cultural Adaptation and Identity Formation

Abstract

Differences between military culture and civilian culture can affect the postmilitary experience for transitioning veterans. Adult educators should acquire and maintain a high level of military cultural competence to effectively serve female veterans as they transition out of the military. For women, the military‐to‐veteran transition also includes unique challenges related to identity formation, including occupational gender identity formation, which is not a salient concern for male veterans. Six learning and development goals are presented to guide adult educators in successfully facilitating the cultural adaptation and identity formation process for new female veterans.

Explicating Women’s Career Transitions: Propositions and a Conceptual Model

“…Though boundaryless careers, protean careers, the KCM, and off-ramp careers are trusted depictions of women’s career patterns and decision-making, existing career models have given little attention to the process of transitioning from one job to the next—what factors contribute to this experience? Existing theories and models also ignore the role of career identity formation, which is critical to a successful career transition (Black & Warhurst, 2019; Greer, 2020; Greer & Minnis, 2022).…”

“…These women may also grieve the loss of their network of friends and similar women when they engage with the paid workforce. A career transition can, therefore, create an identity crisis as the transitioner attempts to leave behind her old identity and craft a new identity in her new employment context (Greer, 2020; Park et al, 2013).…”

“…In situations where she has limited familiarity with her new job functions, she may develop and experience anxiety, insecurities, as well as comparative or competitive feelings (Motulsky, 2010; Snyder et al, 2013). In moving into the new employment context, she must learn the new work culture and establish new routines, which may be overwhelming due to the drastic changes (Greer, 2020; Pellegrino et al, 2018). HRD interventions can provide the resources she needs to execute in each phase of the career transition, helping her to overcome perceived and actual obstacles during the transition.…”

A Mixed Method Approach: The Influence of Military Identity on Person-Organization Fit and Organizational Commitment, and a Proposed System of Military to Civilian Employment Transition

“…Segal and Segal (1983) questioned the military's purpose outside of war, referring to it as 'large-scale, organized, legitimate violence, on behalf of the state' (p.161). Moskos (1976) along with others (Greer, 2020;Hajjar, 2014;Redmond et al, 2015) predicted and observed a shift towards an occupational force. Articles focusing on military culture are positioned to describe military values (Hajjar, 2014;Reger et al, 2008;Soeters, 2018;Soeters, 1997;Soeters et al, 2003;Strom et al, 2012;Tinoco & Arnaud, 2013;Wilson, 2008) and the development of the warrior ethos (Agostino, 1998;Dunivin, 1994;Howard, 2006;Redmond et al, 2015;Weiss & Coll, 2011).…”

“…A level of familiarity with military culture practices, self-awareness of attitudes towards the military, and advocates for the well-being of the military (Atuel & Castro, 2018;Greer, 2020).…”