The United States Department of Defense spends billions of dollars annually on outsourcing functions to private contracted companies without knowing if their actions are effective. Guided by Feigenbaum, Henig, and Hamnett's theory of privatization and President Eisenhower's warnings of the impending military-industrial complex, the intent of this grounded theory study was to develop relevant theory regarding how the Department of Defense might accomplish missions through outsourcing during current and future fiscal constraints. This study sought to understand the perceived effectiveness of outsourcing Department of Defense functions through the perspectives of 2 employment groups directly affected by such outsourcing: federal employees and privately contracted employees. In this study, 24 federal employees and 20 privately contracted employees completed qualitative surveys about their perceptions of effectiveness in regards to outsourcing Department of Defense functions. Data were inductively analyzed through open, axial, and selective coding via constant comparison. Findings from this study generated a grounded theory, one positing that 2 distinct elements are important in outsourcing during fiscal constraint: well defined legal requirements and private sector technical expertise. Evidence from this study suggests that when these elements are in place, outsourced Department of Defense functions can progress, regardless of fiscal restrictions. The implications for social change include assisting political leaders with better decision making in support of effective national security policies, while providing good stewardship of tax payer funds.

Factors Influencing U.S. Army Personnel Meeting Body Mass Index Standards by Salma Theus MS, California State University, Dominguez Hills, 2008 BA, La Sierra University, 2005 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Psychology Walden University September 2014 U.S. Army Regulations require soldiers to be fit, as excessive weight negatively impacts their readiness, health, and morale. A quantitative study examined if personal, behavioral, and/or environmental factors predict a soldier's self-efficacy and body mass index. Data were obtained from 117 soldiers on 6 scales: the Armed Services Vocational Aptitude Battery, the Army Physical Fitness Test, the General Self-Efficacy Scale, the Stress Management Questionnaire, the Lifestyle Assessment Inventory, and the Multifactor Leadership Questionnaire. Multiple regression analysis was used to determine if personal (intellectual capabilities and physical fitness), behavioral (lifestyle and stress management), and/or environmental (supervisor leadership) factors predict self-efficacy and body mass index in a convenience sample of battalion personnel. The analysis showed that lifestyle and stress management behavioral factors predict self-efficacy, whereas physical fitness predicts body mass index. In addition, there were significant correlations between self-efficacy, personal factors, and behavioral factors; between personal factors, behavioral factors, and body mass index; and between behavioral and environmental factors. Positive social change implications include the U.S. Army using these findings to promote healthy lifestyles, reduce stress, and increase physical fitness among soldiers to achieve higher self-efficacy and a lower body mass index. These findings also suggest that the military services would see better physical readiness by considering personal, behavioral, and environmental factors to meet standards.

Newly commissioned officers in the U.S. Army are taught to lead their soldiers from the front and to voluntarily make personal sacrifices in the service of the nation. Although this facet of military culture is seen as critical to the integrity of the force, there are few research studies describing the impact of leader self-sacrifice in the U.S. Army. Research evolving from the transformational leadership literature indicates that civilian leaders who engage in self-sacrificial behavior are viewed as more charismatic than their counterparts and that this perception is particularly pronounced in crisis situations. The current study extended this research to a military population utilizing a quantitative experimental research design. Respondents were randomly assigned to written vignettes that manipulated leader self-sacrifice and the combat environment and then provided assessments of the company grade officer's attributed charisma. Currently serving enlisted and commissioned officers in the California Army National Guard (n = 218) took part in the research, and ANOVA test results indicated that both self-sacrifice and the experience of combat significantly increase perceptions of a company grade officer's attributed charisma. No significant interaction was found between leader self-sacrifice and combat. This study indicated that the self-sacrificial leadership model may have broad applicability across organizations and provides strong support for the Army's emphasis on selfless service. This research can spur positive social change by fostering a more aspirational form of leadership within the Army that builds the psychological resilience of soldiers and results in stronger teams.

Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers' decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner's social identity theory and Lewin's organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyzed and coded and 4 themes emerged: strategies used to fill open positions, specific recruitment and interview protocols, veterans' skills from military training, and lack of experience with hiring veterans. The study results may contribute to veteran's awareness of the skills that employers are seeking that veterans may be able to fulfill. The results of the study could create an opportunity for hiring managers to recognize that veterans represent a trained, ready-made talent pool. The social impact of the study could help hiring managers identify and design the required job description criteria to include the transferable skills of veterans.

Suicidal Behavior in the U.S. Army is a problem that persists despite significant efforts to promote help-seeking behaviors and the investment of millions of dollars to develop resilience-building interventions. Evidence-based literature supports the use of reasons for living as a protective factor against suicidal behavior in clinical and nonclinical samples, yet it has rarely been studied in an active duty (AD) Army population. This study examined the relationship between self-reported reasons for living and self-reported suicidal behavior, to determine if high levels of reasons for living correlated with low risk of suicidal behavior, over and above demographics, depression, stressful life events, and social support, using standardized questionnaires. The study sample consisted of 244 AD Army soldiers attending the Warrior Leadership Course in Germany. The results analysis showed that reasons for living were inversely related to suicidal behavior among this sample. Although African American soldiers scored higher on measures of reasons for living and suicidal behavior, demographic variables did not significantly predict suicidal behavior. Reasons for living accounted for a unique amount of variance in suicidal behavior; however, depression, stressful life events, and social support were better predictors. This study demonstrates the benefits of incorporating reasons for living in military research and practice, as efforts are made to identify AD Army personnel at risk for suicide. The study findings also support the claim that examining protective and risk factors supersedes efforts to study risk factors alone. It promotes positive social change by informing efforts to develop comprehensive suicide prevention policies, programs, and procedures aimed at effectively reducing the rate of suicide in the U.S. Army.

Officially, women have been serving in the United States military since 1948 when President Truman signed the Women’s Armed Services Integration Act. Women currently make up approximately 8% of active duty military. Based on progress due to equality and equity, women are now occupying positions previously designated for men. Although women have made great strides in the military, there is limited research on women in the military or how their military service affects them. There is even less literature on women who have transitioned out of the military. For this reason, I conducted an interpretative phenomenological analysis (IPA) with a focus on feminist theory to gather information about the lived experiences of women who have transitioned out of the military. Through the analysis portion, seven super-ordinate themes were established. Saturation requirements were met with four participants. This study will enhance the marriage and family therapy profession by providing better understanding on how to relate to this population while filling the gaps within the literature about women veterans and transition. Through this study, women veterans had a place in which their voices were heard.

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This paper examines the theory and design considerations of effective learning applications built with Augmented Reality (AR) to better prepare Basic Combat training candidates for the tasks and stressors associated with training. The research questions focused on the evaluation of learning outcomes, emotional experiences, and transfer results compared between traditional multimedia material and a multimodal AR application designed and developed for this study. A primary interest is to discover if informal learning can prime basic training candidates for the rigors of basic training and increase their successful completion. A mixed-methods, between-subject research design was executed as a pilot study (n = 10). Two groups were compared. The control group (n = 5) represented the standard educational practices that use-multimedia slides and the experimental group (n = 5) introduced a novel-AR App. A variety of instruments were used to measure declarative knowledge, conceptual knowledge, procedural task knowledge, and emotional states, followed by a time delayed transfer test on the same outcomes. Results that were evaluated using non-parametric statistics show there are no statistical differences in actual learning or transfer between the two groups but that there are strong trends in perceived learning, perceived stress, homesickness, rankings regarding the utility of AR, and subjective evaluation (immersion, engagement, and perceived learning). Interesting correlations were found to be different between the AR and the control conditions that may inform the use of technology in training applications and design. Qualitative data was gathered using interviews, think-aloud protocols, and field notes. This quantitative data combined iv with qualitative evidence supports further study with an increased sample size to better evaluate immersive learning application design.

The purpose of this study was to examine the development, evaluation, and testing of a technical manual produced by the new United States Army Improved Technical Documentation and Training concept. The concept involved a complete systems analysis of the hardware being considered prior to the actual writing of the manual. The manuals were validated and verified by actual soldiers performing maintenance tasks using only the manuals. A comparison of the new manual with the old manual was Performed using untrained and trained soldiers. Conclusions formulated were that the new manual seemed to be a great improvement over the old manual and may assist in improving the present maintenance system.

The overall scope of naval missions has remained largely unchanged despite the loss of more than 8,000 naval personnel each year since 2002. The downsized naval workforce experienced an overload in work assignments and an increase of health-related issues resulting in lowered morale, motivation, job satisfaction, and productivity. Maslow's theory of hierarchy of needs links personal satisfaction to work productivity, which is critical for naval personnel to protect national security, provide humanitarian services, and respond to international crises effectively. This phenomenological study included semi-structured interviews with military and civilian leaders at naval bases located in San Diego and El Centro, CA. Participants reflected on their lived experiences, feelings, and interactions concerning the downsizing phenomenon. Primary themes, generated by a modified van Kaam technique, were related to the change of personal values, Navy readiness and balance force, and leadership's effectiveness and efficiency. The primary finding was the need for naval leaders to communicate downsizing decisions effectively. Additional research is needed to expound on the perceived unfairness in the implementation of downsizing decisions. Social change may occur for naval personnel, community members, and other external stakeholders through the improvement of downsizing communication practices that might reduce health risk factors, economic deflation, and population migration.