Search results

Publicly available datasets in the USA present data suppression issues that limit the ability to investigate entrepreneurial subgroups like military veterans, which account for about one in ten entrepreneurs in the USA. Thus, despite public desire to support veteran entrepreneurs (“vetrepreneurs”), there is a limited descriptive understanding on the relationship between veteran business owner demographics, such as gender and race, and their business survival and growth. We address this limited understanding in this article by providing descriptive evidence on veteran-owned business survival and growth, emphasizing variation across race and gender.

We use limited-access longitudinal microdata to provide descriptive evidence on the survival and growth of veteran-owned firms across race and gender.

Findings indicate statistically significant variation across demographic subgroups’ business survival and employment growth. For example, veteran-owned firms have high women ownership rates, greater employment, revenues and payrolls, but also lower employment and revenue growth. More generally we provide descriptive evidence that military experience or the military community help women overcome the gender gap in small business survival.

This type of descriptive research is common among entrepreneurial researchers, however, peer-reviewed research specific to US veterans is very limited. These descriptive results are useful for policymakers and for spurring future policy research related to veteran entrepreneurs.

We propose an alternative rationale for why some firms employ veterans, driven not solely by benevolence but also by the prospect of enhanced outcomes. Financially, hiring veterans could correlate with improved stock market performance for the hiring company while aligning with corporate social responsibility (CSR) initiatives. Our study centers on the stock market performance of companies hiring veterans. It aims to underscore a lesser-known facet of the veteran employment discourse and its connection to the hiring firm's financial performance.

This paper evaluates the stock market performance of three VETS portfolios (made of companies that hire veterans) compared to the benchmark SPDR S&P 500 ETF. Using a modular approach, we create three VETS passive indices: VETSEW (equal-weighted index), VETSPW (price-weighted index) and VETSVW (value-weighted index). The study analyzes the annual returns, portfolio allocations, risk-adjusted performance metrics and style analysis of the portfolios from January 1, 2020, to December 31, 2022.

The findings indicate that all three VETS portfolios outperformed the benchmark, with higher ending balances and superior risk-adjusted ratios such as the Sharpe and Sortino ratios. Notably, the portfolios demonstrated resilience during challenging periods, including the COVID-19 pandemic, subsequent recovery and an inflationary period.

Limitations include the paper's focus solely on stock returns, suggesting a need for broader financial and management ratios. Moreover, a deeper exploration into how veterans contribute during turbulent times is suggested for further investigation. Although the study touches upon the financial performance of veteran-focused companies during challenging economic times, it does not extensively delve into the specific ways in which veterans add value under such circumstances, presenting an opportunity for further exploration.

Firms that employ veterans amid the COVID-19 pandemic demonstrate favorable risk-adjusted returns, underscoring the potential of veterans as valuable crisis-time assets. Our research further underscores the correlation between veteran hiring and enhanced financial prowess. These insights carry significant policy implications, including CSR initiatives for hiring veterans, skill translation and training and collaboration with veteran organizations.

The paper's findings suggest significant implications: (1) Policymakers could incentivize firms to hire veterans through tax benefits or grants, leveraging their skills for organizational resilience. (2) Collaborative efforts between policymakers and firms can promote responsible hiring, boosting a company's reputation through diversity and inclusion, positively impacting society. (3) Support for skill translation from military to civilian jobs is crucial. Programs certifying skills and tailored education aid veterans' successful transition into the workforce. (4) Collaborations between policymakers, veteran organizations and private sector entities can create networks, job placements and support systems for veterans' employment.

Numerous prior studies within the domain of corporate social responsibility have predominantly neglected the contributions veterans offer to businesses and the underlying reasons behind firms' decisions to employ them. Our research uniquely concentrates on the stock market performance of companies that choose to hire veterans.

Patriotism is often described as the “love of country” that individuals display in the acclamation of their national community. Despite the prominence of this sentiment in various societies around the world, organizational research on patriotism is largely absent. This omission is surprising because entrepreneurs, human resource (HR) divisions, and firms frequently embrace both patriotism and patriotic organizational practices. These procedures include (among other interventions) national symbol embracing, HR practices targeted toward military members and first responders, the adulation of patriots and celebration of patriotic events, and patriotic-oriented corporate social responsibility (CSR). Here, the authors argue that research on HR management and organization studies will likely be further enhanced with a deeper understanding of the national obligation that can spur employee productivity and loyalty. In an attempt to jumpstart the collective understanding of this phenomenon, the authors explore the antecedents of patriotic organizational practices, namely, the effects of founder orientation, employee dispersion, and firm strategy. It is suggested that HR practices such as these lead to a patriotic organizational image, which in turn impacts investor, customer, and employee responses. Notably, the effect of a patriotic organizational image on firm-related outcomes is largely contingent on how it fits with the patriotic views of other stakeholders, such as investors, customers, and employees. After outlining this model, the authors then present a thought experiment of how this model may appear in action. The authors then discuss ways the field can move forward in studying patriotism in HR management and organizational contexts by outlining several future directions that span multiple levels (i.e., micro and macro). Taken together, in this chapter, the authors introduce a conversation of something quite prevalent and largely unheeded – the patriotic organization.

This chapter focuses on the US Civil War of 1861–1864, the application of the laws of war to a civil war, and gives great attention to US Army General Order 100 (aka The Lieber Code), the first set of laws to direct and constrain the behavior of troops in the field.

“Genderwashing is an organizational tool that presents the myth of gender equality in organizations through discourse and text” (Fox-Kirk et al., 2020, p. 586). Existing literature focuses upon business and economy, e.g., considering how representations of equality are used to enhance profit. The contribution of this chapter is to show how two processes – gender washing and militarization – might function in support of each other. To do this, I firstly argue that the concept of genderwashing should be broadened to consider spaces outside of business and economy. I show how sex, gender and feminism are employed in ways that position martial organizations (such as militaries and arms manufacturers) as socially progressive, “washing” their reputation for militarized violence. Secondly, analyses must consider how the impact of genderwashing goes beyond individual organizations. Martial organizations marginalize their female staff, but I argue that we must look further: in a context in which people can be killed, we must consider what broader harms genderwashing visits upon civilian populations also.

The purpose of this study was to assess relationships between dynamic shooting accuracy and physical training behaviors in tactical police officers.

Seventy tactical police officers from various agencies completed a survey including information on general experience, firearms training and physical training. Participants completed dynamic shooting drills with pistol and a rifle.

Officer’s overall shooting performance was associated with years of experience in special operations as more accurate shooters had 6–10 years of experience. Operators in the highest shooting quartile were likely to participate in shooting competitions. Operators at the 50% ranking or above were more likely to train at the department or agency gym.

All subjects were males, no cause/effect relationship established, no data on caffeine and alcohol consumption or sleep behaviors. Years of experience, competition shooting, and training were all related to higher level shooting performance.

The data support deliberate practice, accountability, and camaraderie contribute to high-level performance and safety for tactical law enforcement officers.

This research highlighted marksmanship performance and the connection between training habits and lifestyle. These findings highlight the need for training specific variables so that operators perform at a higher level and enhance their skills for dynamic shooting performance in a tactical unit.

This chapter examines the explosion in International Humanitarian Law between the US Civil War and World War I. The primary foci are the Hague Conventions on land warfare and the Geneva Conventions for the sick and wounded. This body of treaties is the foundation of IHL and the modern laws of war. Most of central issues in the international laws of war emerge in this period.

The aim of this study is to utilise the Theoretical Domains Framework (TDF) to identify the main barriers and facilitators of positive attitude towards trying Virtual Active Sports (VAS).

200 individuals took part in an online cross-sectional survey based on 11 domains within the TDF. Linear logistic regression analysis was performed on the participant’s self-reported attitudes and believes. Based on the results from the regression analyses, a list of suggested behaviour change techniques was designed using the Behaviour Change Wheel (BCW) framework and the BCT taxonomy (BCTTv1).

This research suggested that Beliefs about Consequences, Beliefs about Capabilities, Goal Conflict, Coping Planning, and Environmental Context and Resources are the main factors, influencing the positive attitude towards VAS and the self-reported desire to try it in the future. Future interventions were recommended and supported by 22 possible BCTs identified using the BCW approach. The TDF and BCW proved to be useful models for identifying both internal and external factors influencing fitness fans during the adoption of the new sportstech.

The main contribution of the present work was the implementation of a structured and effective approach derived from the healthcare domain to design solutions for behaviour change in the emerging and expanding virtual sports context.

The current study sought to better understand the factors that contribute to whether officers value procedurally just interaction techniques and contribute to the limited research examining how the effects of warrior and guardian mentalities may vary based on individual officer characteristics.

Survey data collected from patrol officers in two geographically different and ethnically diverse United States police departments allowed for an examination of the generality of warrior and guardian orientations on perceptions of procedural justice across gender, race and/or ethnicity, military service, education, and experience.

There was a largely invariant effect of the mentalities on officer attitudes toward procedural justice, except for officers of color. In this sample, the guardian effect on prioritizing procedural justice was stronger for officers of color than for White officers.

This study sheds light on our theoretical understanding of the warrior/guardian framework and offers practical implications for police leaders and policymakers in their effort to improve police-community relations.