Knowledge that Transforms

Wecompute a sequential equilibrium for the U.S.Army'sTargeted Selective Reenlistment Bonus Program in whichtheArmy offers a bonus, soldiers with a low cost of serving in an undesirable location accept the bonus and are sent to an undesirable location, and soldiers with a high cost of serving in an undesirable location reenlist but decline the bonus.Wefind that this program benefits both theArmy and soldiers, increases retention, increases the number of soldierswho serve in an undesirable location, and better matches soldiers to assignments.We discuss implications of our model on human resource management practices for theArmy in its administration of the bonus program and its application to other large organizations that set wages through a rules‐based mechanism.

We asked two leaders with experience in both military and corporate leadership, Dr. Ervin J. Rokke andWalter F. Ulmer Jr., to describe their perceptions of the differences between these two arenas. Both believe that compared to most corporate entities, the military provides greater opportunities for early leadership, uses participation and feedback to strengthen communications, prioritizes the welfare of subordinates, and emphasizes a foundation of core values.They also note that the transparency of both corporate and military approaches to leadership has led to shared learning and that despite operating in different environments, military and business have much to learn from eachother.

This article examines the effect of six types of stigmatizing organizational events on employees' career moves to another employer: criticism of the organization in the media; resignation of key individuals from the organization; downsizing; a drop in net income; lawsuits launched by the Securities and Exchange Commission, competitors, or customers; and lawsuits launched by employees. Stigmatizing events that signal the decline of corporate performance are the most devastating for professional career success. Outsiders, on the other hand, are less sensitive to an organization's involvement in lawsuits launched by public authorities or employees. Stigmatizing events affect the career success of every professional in the organization, irrespective of his or her hierarchical level.

Based on the experiences of the armed forces in the United States and Canada, and incorporating insights from interviews recently conducted in the Canadian military, this article discusses lessons learned about moving women into positions of leadership.The masculine nature of the military exposes many barriers facing women elsewhere. First, we discuss the need for a new kind of leader, and then the consequences for organizations ignoring external realities.Third, we discuss innovative research demonstrating that genuine change must go beyond legislation. Finally, the military illustrates some challenges in identifying the best candidates for leadership positions. Implications for management are discussed throughout the article.

Following the dramatic transformation of SouthAfrican civil society in the postapartheid era, the SouthAfrican National Defence Force (SANDF) literally has had to reinvent itself, changing its mission and attempting to integrate diverse personnel into a cohesive whole.The present study examines the success of these efforts through select perceptual measures reflecting the extent of integration.A survey of 2,212 personnel from various units of the SouthAfrican military showed significant differences in empowerment by race and gender. Female personnel reported lower levels of goal internalization, delegated responsibilities, job involvement, and organizational commitment compared to male personnel. BlackAfrican personnel reported lower levels of perceived control, competence, delegated responsibilities, and consultation by superiors while exhibiting higher levels of goal internalization and job involvement than white personnel. Follow‐up interviews provided insight into the underlying dynamics of the integration process and potential explanations for the results.