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Underemployment is an involuntary condition where individuals consider their employment inferior relative to a standard. This study analyzes underemployment among veterans using data from a large longitudinal study and federal occupational data to explore the relationship between subjective perceptions and objective indicators. Veterans reported their occupations, salaries, and subjective underemployment. Each veteran's occupation was matched with O*NET job zone, education, and occupational median income data. Four groups were identified: neither subjectively nor objectively underemployed, subjectively underemployed only, objectively underemployed only, and both subjectively and objectively underemployed. A one-way analysis of variance (ANOVA) examined salary differences. Most veterans' occupations required some education, and higher educational attainment correlated with increased underemployment. Two thirds of cases showed agreement between subjective and objective assessments, with underemployed veterans earning significantly less. This study highlights the reliability of self-reports as indicators of objective underemployment and underscores the need for innovative strategies to address veteran underemployment through early detection.

Over the last 5 years or so, as veterans transitioned, they generally fared well in the civilian workforce. There are numerous programs designed to help veterans write a resume, translate their military skills, and practice interviewing. The goal of many of these programs is to aid veterans to find employment. However, many of the program components that are effective for job attainment may also lead to greater job success after initial employment. Participating in employment programs may lead to leaving a job for a better opportunity or receiving a promotion. This study examined the use of employment program components related to content (i.e., what is taught) and process (i.e., how the content is taught). For example, content such as interviewing skills and processes such as mentor/coach may be helpful among this sample of transitioning veterans. This study used an adapted common components approach (Morgan et al., 2018) to examine the degree to which participation in employment program components resulted in opportunities for better employment or promotion over the first 6 to 15 months after veterans transition to civilian life. Employment content components (i.e., resume writing, translating military to civilian work, and career planning) were associated with both leaving a job for a better opportunity and promotion. Mentor/coach was often a significant process component associated with the above content components. These findings can assist program developers, local program implementers, policymakers, and funders to promote the continued use of content and process program components that may further advance veterans' careers after transition.

Developmental theory indicates that success during a major life change requires attention to multiple life domains (e.g., physical health, mental health, employment, financial, and social). This study presents a revised conceptual framework and offers a new empirical model to assess the well-being of post-9/11 veterans as they transition to civilian life. Data from a large sample of post-9/11 veterans surveyed over 2.5 years revealed that post-9/11 veteran transitions were mixed: veterans improved over time in some domains (e.g., employment), stagnated in some (e.g., social), and struggled more over time in others (e.g., physical health). Even in domains with improvement, a large percent of veterans still struggled (e.g., 34% struggled with mental health at Wave 6). Moreover, certain groups tended to struggle more (e.g., enlisted, women, people of color). The conceptual framework and empirical model are intended to stimulate discussion on how best to understand, evaluate, and support veterans' military-to-civilian transition.