Improving Oversight and Coordination of Department of Defense Programs That Address Problematic Behaviors Among Military Personnel: Final Report

Marquis, Jefferson P.; Farris, Coreen; Hall, Kimberly Curry; Kamarck, Kristy N.; Lim, Nelson; Shontz, Douglas; Steinberg, Paul S.; Stewart, Robert; Trail, Thomas E.; Wenger, Jennie W.; Wong, Anny; Wong, Eunice C.

doi:10.7249/rr1352

Cited by 3 publications

(6 citation statements)

References 32 publications

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“…Leadership climate is central in predicting racial and ethnic harassment and discrimina tion, as well as other forms of discrimination; therefore, the leadership's communication of its commitment to a discriminationfree workplace is essential (Calkins et al, 2022;Daniel et al, 2022;Farris et al, 2020;Marquis et al, 2017;O'Keefe, Hing, and Catano, 2023). Studies have found that leaders affect the climate of an organization, which in turn affects the behav ior of service members (Marquis et al, 2017;O'Keefe, Hing, and Catano, 2023).…”

Section: Best Practices For Preventing and Responding To Discriminationmentioning

confidence: 99%

“…Leaders should create a culture of accountability and hold managers accountable for responding to claims (Keller et al, 2015;Matthews, Hall, and Lim, 2015). Other recommendations in the literature include hiring or assigning an individual or office to oversee these efforts, prioritizing this work in strategic plans, and continually evaluating and monitoring claims data and surveys of service members (Air Force Instruc tion 90506, 2023; Keller et al, 2015;Marquis et al, 2017;Matthews, Hall, and Lim, 2015).…”

Section: Best Practices For Preventing and Responding To Hostile Work...mentioning

confidence: 99%

“…Evidence indicates that prevention activities to address suicide should focus on providing training that incorporates engaging, multimodal material and assesses performance in addi tion to ensuring access to treatment and other services and reducing toxic stress (Marquis et al, 2017;Maglione et al, 2021;Nash and Watson, 2012;Robson and Salcedo, 2014;Warlick et al, 2021;Zamorski, 2011). Military workplace activities associated with reducing toxic stress include limiting the duration or spacing of deployments, EAPs, financial counseling, and other military family support programs (Zamorski, 2011).…”

Section: Best Practices For Preventing and Responding To Self-directe...mentioning

confidence: 99%

“…Military workplace activities associated with reducing toxic stress include limiting the duration or spacing of deployments, EAPs, financial counseling, and other military family support programs (Zamorski, 2011). Moreover, limiting access to the means to engage in the harmful behavior (e.g., alcohol, drugs, firearms) is associated with a decreased risk of suicide (Marquis et al, 2017). In 2023, the Suicide Prevention and Response Independent Review Committee presented ten broad recommendations to the Sec retary of Defense aiming to "improve service member wellbeing by improving operations and infrastructure," as well as 117 specific recommendations in "four strategic directions of the Defense Strategy for Suicide Prevention: Healthy and Empowered Individuals, Fami lies, and Communities; Clinical and Community Preventive Services; Treatment and Sup port Services; and Surveillance, Research, and Evaluation" (Suicide Prevention and Response Independent Review Committee, 2023, p. 6).…”

Section: Best Practices For Preventing and Responding To Self-directe...mentioning

confidence: 99%

“…Prevention and response efforts for different harmful behaviors often overlap, and evidence supports the linkage among various challenges. Hazing, harassment, and sexual harassment are predictors of sexual assault (Marquis et al, 2017). Prevention actions that are aimed at harassment are associated with reduced toxic stress and mental health challenges (Zamorski, 2011).…”

Section: Summary Of Promising Evidence-based Resilience Programsmentioning

confidence: 99%

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Strengthening Workforce Resilience in U.S. Space Command

2024

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Space Command (USSPACECOM) was reestablished as a combatant command in 2019 and has a diverse workforce. Its main goals are to achieve full operational capabilities and to maintain space superiority. To ensure this command's success, it is important to enhance the resilience of its personnel. In this report, we offer best practices to enhance resilience by preventing harmful individual behaviors that reduce resiliency, identify some challenges and barriers to resilience program implementation, and propose recommendations to address these challenges and barriers in the future.The research reported here was completed in January 2024 and underwent security review with the sponsor and the Defense Office of Prepublication and Security Review before public release.

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Section: Best Practices For Preventing and Responding To Discriminationmentioning

confidence: 99%

Section: Best Practices For Preventing and Responding To Hostile Work...mentioning

confidence: 99%

Section: Best Practices For Preventing and Responding To Self-directe...mentioning

confidence: 99%

Section: Best Practices For Preventing and Responding To Self-directe...mentioning

confidence: 99%

Section: Summary Of Promising Evidence-based Resilience Programsmentioning

confidence: 99%

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Strengthening Workforce Resilience in U.S. Space Command

2024

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Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

Hayes

Kaylor

Oltman

2020

Ind. Organ. Psychol.

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Training has shown little effectiveness in altering harassing or discriminatory behavior. Limitations of prior intervention efforts may reflect poor conceptualization of the problems involved, poor training intervention design, approaches that engender cynicism, or misunderstanding psychological principles of attitude and behavior change. Interventions should capitalize on behavioral science models and tools at multiple levels from a broad array of disciplines to explain harassment and bias, and then to defeat these behaviors. Measures to ensure fair treatment should focus on leadership socialization, organizational culture and climate, increased professional competence, and integration with organizational approaches to corporate social responsibility and performance.

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Leaders, Talent Management, and Allies: The Keys to Successful Integration in the Combat Arms

et al. 2023

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Servicewomen enhance the U.S. Military fighting force by bringing diverse perspectives, collaborative and creative problem-solving skills for global peace and security, and innovative, adaptive talent as leaders. Despite servicewomen integrating into combat units over the past decade, a number of barriers remain related to inclusion, promotion, and quality of life, particularly for marginalized women. To eliminate inequities experienced by servicewomen, leaders across all levels of the military play a key role in supporting the successful integration of servicewomen, cultivating an environment of belonging, and guarding against toxicity, which will result in optimized performance and readiness for all servicemembers in defense of the Nation. Herein, we review the original gaps related to leadership and peer behaviors identified by the 2014 Women in Combat Symposium, provide updates in the literature, address the topics that arose at the 2021 Women in Combat Symposium, and finally, outline the remaining barriers and challenges to the successful integration of female servicemembers.

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Improving Oversight and Coordination of Department of Defense Programs That Address Problematic Behaviors Among Military Personnel: Final Report

Cited by 3 publications

References 32 publications

Strengthening Workforce Resilience in U.S. Space Command

Strengthening Workforce Resilience in U.S. Space Command

Coffee and controversy: How applied psychology can revitalize sexual harassment and racial discrimination training

Leaders, Talent Management, and Allies: The Keys to Successful Integration in the Combat Arms

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