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Abstract
Qualitative methods were used to examine differences in workplace perceptions between military veteran and nonveteran employees at the Veterans Health Administration (VHA). Prior research using employee satisfaction survey data found veteran employees reported a stronger connection to the organizational mission yet were overall less satisfied than nonveteran employees. The authors examined the open-text comments from that same survey to determine whether veteran employees identified the reasons for their discontent and whether these were similar to nonveterans’ concerns. They found that in cases when veteran employees indicated dissatisfaction or concerns, favoritism/unfairness was an overarching theme in their comments, more so than for nonveterans. Pragmatically, given these findings, enhanced vocational strategies for veterans transitioning into civilian employment is one way to socialize them into the new requirements and thus improve veterans’ workplace perceptions. Another approach is to develop organizational leaders’ understanding of military skills and culture to enable a better use of veteran employees’ strengths at civilian jobs.
Highlights
The Importance of Veterans’ Workplace PerceptionsIn 2016, there were over 10.6 million veterans employed in the U.S civilian labor force, of which 3.2 million had served on active duty since September 2001 (U.S Department of Labor, 2017)
The current authors examined the meaning of lower workplace ratings by Veterans Affairs (VA)’s veteran employees by, first, systematically considering verbatim comments made by veteran respondents and, second, comparing comments made by employees with high and low workplace perceptions
This method afforded us insight into how veteran and nonveteran employees themselves described the factors that impacted their satisfaction with their workplace
Summary
Veteran employees sustain protected work flexibility if called back to service or for routine training (Reserve or National Guard), which can affect the continuity of their workplace and coworker experiences. Combined, this experience may influence veterans’ perceptions and expectations of the work environment. Because work is central to the core sense of self, it is important that work is a satisfying and fulfilling experience. For veteran employees, this may require merging two frames of reference (military and civilian) in determining what constitutes workplace satisfaction
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