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The purpose of this paper is to highlight systemic factors of competence-based integration of retired military officers into the civilian labour market in terms of the perspective of the institutions and institutional settings of competence involved in the formation and deployment.

This study is based on semi-structured face-to-face interviews with 25 retired military officers in Lithuania.

The main institutional problems and challenges of the competence-based labour market integration of retired military officers involve are concentrated in the fields of deployment of skills in the military service, and as well as in the adjustment of acquired skills to the requirements of the civilian labour market.

The main limitation of the research is the absence of perspectives and attitudes of other stakeholders such as policy makers, employers and providers of education and training.

Research identified expectations of retired military officers concerning improvement of training and labour market integration services.

The paper is focused on the institutional aspects of competence-based labour market integration of the retired military officers from their perspective.

This paper aims to investigate issues affecting the integration of retired military officers into civilian work using a competence model as an analytical framework.

The paper combines literature review with empirical study. The primary method of data collection was a series of in-depth, face-to-face interviews with 25 retired army officers in Lithuania.

Despite evidence that a career as an officer in the military develops valuable competencies that have obvious potential in the civilian labour market, the integration of retired army officers into the civilian labour market is fraught with difficulties. Apart from the obvious inappropriateness of specific competencies associated with armed combat for civilian occupations, even competencies acquired in military service that align closely with those required in civilian jobs do not necessarily translate because of different contexts and different value systems.

The empirical basis is limited to army officers in Lithuania, and the authors urge caution in extrapolating to other military personnel and other countries. To the extent that the approach has generic value, there are clearly implications for demobilisation after major conflicts or return to civilian life of personnel involved in international peace-keeping.

This exploratory research suggests that a competence framework can identify limits and possibilities of aligning competencies acquired in military service with those required in civilian occupations, provided context and values are incorporated as part of the analysis. The approach piloted in this paper could be useful more widely for facilitating mobility between sectors and occupations arising from the adoption of disruptive technologies.

The paper demonstrates the value of a structured approach to comparing competencies in context and the mediating role of values in moving from military to civilian occupations.

Describes a study in which actual mobility paths of 94 managers in a special governmental agency in Israel were analysed, in order to identify important career enhancers. This primarily exploratory study was designed after managers expressed concerns about the implicit role of such factors which may not reflect formal career policy. Managers at the agency, which is involved in marketing and procurement of defence‐related goods, oversee field activities and support or administrative functions. Data from computerized personnel files were analysed through the use of transition matrices and statistical analyses. Two factors enhancing managerial careers in the agency emerged: an entry field job (an assessment position), and previous military career (an assessment career). These informal career contingencies may reflect a latent opportunity structure not formally recognized by the organization, but perhaps understood and internalized by members. By implication, managers who recognize such contingencies and manage their careers accordingly may become better adjusted to new career environments. Furthermore, second careerists, whose principal mode of adjustment to novel settings (e.g. retired military officers, mobile college professors) is “replication” of past experiences, may enhance their new careers in familiar rather than unknown terrain. Thus for retired officers service in the public sector may be an effective career choice. Organizations that are concerned with career effectiveness could use such concepts to improve career planning and both entry and outplacement human resources services.

This study aims to interrogate the nature and characteristics of military entrepreneurship among veterans of the Nigerian Armed Forces.

Through the application of case study methodology, the study gathered data that reveal some distinguishing features of veteran entrepreneurship in Nigeria.

Veterans’ military background and military training appear to have both facilitating and inhibiting effects on veteran entrepreneurship in Nigeria. The study also reveals that veteran entrepreneurship though it may have some distinguishing features, but does not differ significantly to civilian entrepreneurship. Veterans’ entrepreneurs confront the same challenges as their civilian counterparts.

The result provides valuable knowledge for academics/researchers researching success and failure factors in the veteran entrepreneurship field.

The purpose of this paper is to compare the nutritional status of two socio‐economic classes, i.e. upper and middle class females, using different approaches apart from body mass index (BMI).

In total, 50 houses were randomly selected from a military officer colony, 25 in each social class on the basis of rank of the retired military officers. From each house a female in between the age range of 30‐50 years was selected and interviewed.

On overall basis, i.e. socio‐economic class, age and activity level, the respondents were having increase over reference protein and carbohydrate, while decrease over reference fat intake. The respondents were also having lower calcium and iron intakes by 31‐34 per cent and 39‐44 per cent, respectively. The vitamin A intake was also lower by 22‐43 per cent. These data suggest that there are faulty food habits and unnecessary restrictions among the females on energy and nutrients intakes in both classes.

This research will have significant effect on the readers and will not only warn about the food habit but will also provide information on the misconceptions about dietary intakes and therefore, the energy and nutrients consumptions. Generally, the privileged classes of the society hold the misconceptions about healthy food habits. Furthermore, this study was conducted on free‐living individuals and the data reported are based on confronted questionnaire. Therefore, in such data there are chances of bias because of over‐ or under‐estimation. The sample size was small, which might have affected the results.

Improved life style and healthy eating is of great concern in the learned societies, since the healthy outcome solely depends on these two factors. This paper provides baseline data on two privileged classes, which may be useful in planning of studies and recommendation for social classes.

This could be useful information and could be used in healthy lifestyle and energy and nutrients intakes when studies are to be planned on socioeconomic status.

This research takes into consideration the effect of social class on energy and nutrients intake in the two privileged socioeconomic classes in a military officer colony.

The purpose of this paper is to explain why corruption is a serious problem in Myanmar and why the anti-corruption measures initiated by its military government are ineffective.

The paper describes Myanmar’s unfavourable policy context and analyses the perceived extent and causes of corruption in Myanmar before evaluating the effectiveness of its anti-corruption measures.

Myanmar’s location in a bad neighbourhood surrounded by corrupt countries, its vulnerability to the natural resource curse and ethnic conflict, as well as more than five decades of ineffective military rule have hindered its anti-corruption efforts. Corruption remains a serious problem in Myanmar because of the military regime’s lack of political will and failure to address these causes: low salaries; red tape; weak rule of law; and cultural factors. The Anti-Corruption Commission (ACC)’s performance during its first two years cannot be assessed because of the lack of information on its budget, personnel and activities. As the ACC is led by two former military generals, it is not perceived to be independent, and has been criticised for focusing on investigating corruption cases and corruption prevention at the expense of corruption education.

This paper will be of interest to those policy-makers, scholars and anti-corruption practitioners, who are interested in learning about the causes of rampant corruption in Myanmar and why the anti-corruption measures initiated have failed to curb it.

The purpose of this study is to examine the effectiveness of courses offered to Ukrainian military personnel and their families to facilitate transfer to the civilian society, and to investigate the extent to which transfer to the civilian sector is associated with increased quality of life.

Data were collected from 1,077 former course participants by handing out a structured questionnaire at different locations in Ukraine.

Among the 40 courses arranged, 15 proved to be effective with regard to the odds of obtaining a civilian job, and 10 with regard to the odds of becoming a business owner. Business owners and civilian employees scored higher than military employees with regard to different indicators of quality of life. Individuals who are unemployed or not members of the workforce score lower on quality of life than any other group.

This study evaluates the courses offered in a large educational program where the Norwegian and Ukrainian government cooperate to facilitate transfer of military veterans in Ukraine to the civilian sector.

Suggests that the British police service is experiencing the effects of the “new managerialism” in the public sector. A particular concern has been the system of single‐point entry to the service and its capacity to provide the police with the managers it needs to tackle contemporary issues. Points out that calls for reform have tended to focus on the merits and demerits of an “officer class” solution. Argues that rhetoric about military‐style elites for the police has blocked open discussion about the potential advantages of dual‐or even multiple‐point entry to the service. Examines the debate and counters criticisms surrounding it through comparisons with reforms in Britain′s National Health Service, and also with the Dutch and Japanese police. Argues that direct entry could catalyze change and improvement in the areas of equal opportunities, specialist functional management and reward systems at all levels.

The purpose of this paper is to determine the two-direction relationship between financial firm performance and executive compensation in Thai listed companies; that is, effect of firm performance on executive compensation and the effect of executive compensation on subsequent firm performance. In investigating the relationship, governance, firm-specific and human capital characteristics, which should influence on the pay-performance system, are also considered. This study helps to shape an understanding of the effectiveness of the incentive system in the Thai context.

The System GMM, with concern about the endogeneity problem of the simultaneous relationship, is applied to examine the relationship between firm performance and executive compensation. The samples to investigate this relationship composed of 5,139 firm-years observations for 15 years from the years 2000 to 2014 of 432 non-financial firms in the Thai stock market.

The empirical evidence reveals simultaneous relationship between performance and executive compensation in Thai stock market. It shows that compensation of executives in Thai firms corresponds to firm performance, and compensation of executives leads to an improvement in subsequent performance of Thai listed firms. Moreover, some corporate governance mechanisms and human capital of executives also revealed their particular effects on setting of the pay for performance system in Thailand.

This study confirms that the pay for performance system is applicable in Thailand. Furthermore, the empirical results of this study highlight effects of some governance and human capital characteristics on setting of the pay-performance system. Thus, this study should be a part of the growing body of literature in this area.

The purpose of this paper is to analyze the current state of corruption in Pakistan and evaluate attempts by the government to combat its entrenched corruption culture.

The paper shows that Pakistan’s legacy of British colonial rule, its ethno-linguistic conflict and alternating civilian governments and military coups have weakened institutional capabilities, hindered capacity building and allowed systemic corruption to flourish there. Pakistan’s many anti-corruption efforts failed because they were used to attack political foes instead of strengthening institutional capabilities.

Pakistan has maintained its highly authoritarian form of governance inherited from the British in 1947. The ruling elite view the state as a milch cow for their personal enrichment and this attitude is also reflected in the performance of its bureaucracy. Existing rules of conduct and administration are not enforced as citizens encounter corruption in their dealings with officials. At the policy level, key decisions are often made to benefit the decision makers. The paper concludes that without political will no significant improvement in the state of corruption in Pakistan is likely to occur.

This paper will be useful for scholars, policy-makers and anti-corruption practitioners who are interested in corruption in Pakistan and whether the apparent institutionalization of parliamentary democracy has reduced corruption there.