Go Back to the Beginning: Career Development and the Challenges of Transitioning From the Military to Civilian Employment

This chapter examines the transition challenges facing military personnel to moving to civilian employment, a major issue for nations like the USA that have large armed forces. For such personnel, they seek to establish a career after a period of service and often without the credentials required for existing or future job vacancies. This chapter discusses the challenges of career transition from military to civilian employment, largely in the context of the US-based literature. The chapter proceeds to outline the range of obstacles to transition and then considers remedial measures to support transition ranging from pre transition to post transition support programs

The Non‐traditional FIFO Experience: An Exploration of the Experiences of Non-traditionalWestern Australian Employees and Families Who Work and Live FIFO

This study, through the adoption of the Conservation of Resources (COR) theoretical framework and the Job and Home Demands Resources (JHDR) model, explored the experiences of non-traditional Western Australian employees and families who work and live fly-in/fly-out (FIFO). Comparing FIFO-related literature with statements gained through participant responses, the study shows that individuals from nontraditional backgrounds experience FIFO challenges at a greater intensity than those from conventional FIFO backgrounds, thus influencing their work and home life

Work-life balance and fly-in/fly-out mining : a qualitative study on FIFO employee perceptions of work-life balance in the mining industry

Through the adoption of semi-structured email interviews, this study explores the perceptions of job and life satisfaction that fly-in/fly-out (FIFO) mining employees have towards work-life balance (WLB). A sample of eight FIFO employees within similar West Australian (WA) mining operations volunteered to participate in the study. Using a conceptual framework developed for this study areas explored include, amongst others, the financial benefits of FIFO working, experiences of the working environment and employee wellbeing. Age, gender and martial status are used as moderating variables to illustrate differences in responses to questions. The findings reveal various issues that influence FIFO employee perceptions of WLB that impact on their job and life satisfaction. There are a number of benefits and limitations workers perceive as being associated with FIFO working but the majority of those interviewed suggest that the benefits outweigh the limitations. FIFO working is attractive for the lucrative pay received which is used to support and provide a higher standard of living for workers and their families. The findings are discussed in relation to the literature reviewed, with some results challenging earlier researchers findings while partially supporting the findings of others in regards to the impact FIFO working has on job and life satisfaction. The strengths and limitations of the study are highlighted as well as a number of potential avenues for future research of a similar nature being presented

LGB Employees and their experiences of Fly in Fly Out (FIFO) employment in Western Australia

The ability to disclose sexuality at work was influenced by the level of organisational support and inclusive workplace cultures that discourage discriminatory behaviour. Due to the uniqueness of each FIFO employee, it is recommended that organisations strive to develop and adopt transformative policies and practices which recognise a range of minorities based not only on sexuality, but also age, ethnicity, and class if they wish to be inclusive and address inequality across the entirety of the organisation (Dickens, 2005). If organisations in the mining industry were to adopt formal support networks, such as LGB (lesbian, gay, bi sexual) group networks, they could potentially provide a voice for sexual minorities. Networks can act as a collective mechanism in which greater visibility and community for members can be established (Colgan & McKearney, 2012), and promote change in a positive manner. By bringing together sexual minority employees, networks can provide social support in the organisation (Colgan & McKearney, 2012), which has been positively linked to coping strategies and the management of various difficulties faced by these minorities (Willis, 2010). Essentially, a network offers employees an antidote to loneliness in the organisation, and a community where they can be open about their sexuality (Colgan & McKearney, 2012); however, some employees might avoid voicing their concerns as they believe it could lead to further mistreatment or they feel they will be looked at differently by other co-workers (McFadden & Crowley-Henry, 2017). As such, a more nuanced approach to LGB support in such mining organisations is necessary