Employment For Veterans Research Articles

Can Diversity Management Improve Job Satisfaction for Military Veterans in the Federal Government?

On November 9, 2009, Executive Order 13518 established the Veterans Employment Initiative and invigorated veteran hiring within the federal government. By fiscal year 2016, 635,266 veterans accounted for 31% of the federal workforce, an increase of over 5% in 7 years. To account for this growing employee demographic, the Federal Employee Viewpoint Survey began tracking veteran status in 2012 and analysis of these data show that veterans are more likely to express turnover intention than nonveterans. This raises a troubling question: Is the policy objective of the Veterans Hiring Initiative achieved if these veterans are more likely to turnover than nonveterans? This article explores whether diversity management mitigates lower job satisfaction levels among military veterans working for the federal government and whether veterans might be considered a stand-alone demographic in diversity scholarship. This study finds that perceptions of fair and effective diversity management are associated with higher job satisfaction among veteran employees, but slightly less so than among nonveterans. The results demonstrate that veterans are a unique employee demographic by showing statistically significant differences in job satisfaction between veterans and nonveterans while controlling for other demographics. Overall, this article contributes to public management research by highlighting military veteran employees and offering insight into an understudied employee population accounting for approximately 31% of the federal workforce.

Teaching Veterans Studies: Bridging the Gap Between U.S. Civilians and Veterans through the College Classroom

This paper discusses the development and instruction of an undergraduate class focused on increasing understanding of military veterans in American society. Since the institution of the all-volunteer force in 1974, the number of U.S. citizens with military service has been steadily decreasing. This reduction in military experience has led to a lack of understanding between American civilians and veterans. The literature suggests that many reintegration challenges faced by veterans (employment, health, education) are exacerbated by this knowledge gap. The intent of the course was to educate undergraduate students, mostly civilian, on what it is like to be a veteran in America, with the hopes that increasing awareness would aid veterans in their transition. Given that goal, the course also contained a significant service-learning component. Service-learning, when well-executed, has been found to impact learners in ways other forms of teaching may not. Relevant to the outcomes of this course, the pedagogy has been found to improve cultural competence (Einfield and Collins, 2008) and lead to stereotype reduction (Conner, 2010). In addition to improving learning outcomes, service-learning also provides a tangible benefit to the community. In this paper, I will discuss considerations for designing college classes focused on military veterans and service-learning projects that involve veterans.

Differences in Mental Health Service Use Among Unemployed Veterans of Different Eras.

Mental disorders have been linked to unemployment among veterans. Improving mental health conditions, such as depression, can improve veteran employment outcomes. This study compared mental health treatment among unemployed Operation Enduring Freedom (OEF; in Afghanistan) and Operation Iraqi Freedom (OIF; in Iraq) veterans and veterans from other service eras. The study included 3165 unemployed veterans from six Veterans Affairs medical centers with a positive screen that indicates a possible mental disorder. Chi-squared tests and logistic regression analyses assessed whether veteran era was associated with mental health treatment. Unemployed OEF/OIF veterans were less likely to receive psychotropic medication and four or more psychotherapy sessions compared to veterans from other eras. Multivariable analyses controlling for age found associations based on younger age rather than era. Younger unemployed veterans received fewer mental health services, which is concerning because reducing mental health symptoms may increase employment and employment may reduce symptoms, which are key factors in reintegration into civilian life.

Assessing Workplace Perceptions of Military Veteran Compared to Nonveteran Employees

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.

Supported Employment for Veterans With Traumatic Brain Injury: Provider Perspectives

ObjectiveTo identify any pilot and nonpilot site differences regarding current (1) provision of supported employment (SE) to veterans with traumatic brain injury (TBI); (2) staffing and communication between the SE and polytrauma/TBI teams; and (3) provider perceptions on facilitators and barriers to providing, and suggestions for improving, SE. DesignMixed methods cross-sectional survey study. SettingVeterans Health Administration SE programs. ParticipantsRespondents (N=144) included 54 SE supervisors and 90 vocational rehabilitation specialists. InterventionsNot applicable. Main Outcome MeasuresWeb-based surveys of forced-choice and open-ended items included questions on SE team characteristics, communication with polytrauma/TBI teams, and experiences with providing SE to veterans with TBI history. ResultsSE was provided to veterans with TBI at 100% of pilot and 59.2% of nonpilot sites (P=.09). However, vocational rehabilitation specialists at pilot sites reported that communication with the polytrauma/TBI team about SE referrals was more frequent than at nonpilot sites (P=.003). In open-ended items, suggestions for improving SE were similar across pilot and nonpilot sites, and included increasing staffing for vocational rehabilitation specialists and case management, enhancing communication and education between SE and polytrauma/TBI teams, and expanding the scope of the SE program so that eligibility is based on employment support need, rather than diagnosis. ConclusionsThese findings may contribute to an evidence base that informs SE research and clinical directions on service provision, resource allocation, team integration efforts, and outreach to veterans with TBI who have employment support needs.

Supported Employment for Veterans With Traumatic Brain Injury: Patient Perspectives

ObjectivesTo quantify the need for, and interest in, supported employment (SE) among recent military veterans with traumatic brain injury (TBI); and to examine characteristics associated with veterans' interest in SE. DesignStratified random sample of Iraq and Afghanistan War veterans confirmed to have TBI through the Veterans Health Administration (VHA) screening and evaluation system. SettingCommunity-based via mailed survey. ParticipantsWe recruited 1800 veterans with clinician-confirmed TBI (mild TBI: n=1080; moderate/severe TBI: n=720) through multiple mailings. Among 1451 surveys that were not returned undeliverable, N=616 (42%) responded. InterventionsNot applicable. Main Outcome MeasuresVeterans rated their interest in SE after reading a script describing the program. Additional measures assessed mental health and pain-related comorbidities, employment, financial/housing difficulties, demographics, and military service characteristics. Estimates were weighted to represent the population of veterans with VHA clinician-confirmed TBI. ResultsUnemployment was reported by 45% (95% confidence interval [CI], 43–47) of veterans with TBI. Although 42% (95% CI, 40–44) reported they would be interested in using SE if it were offered to them, only 12% had heard of SE (95% CI, 11–14) and <1% had used it. TBI severity and comorbidities were not associated with veterans' interest in SE. However, those who were unemployed, looking for work, experiencing financial strain, or at risk for homelessness were more likely to be interested in SE. ConclusionsOur research highlights an important gap between veterans' vocational needs and interests and their use of SE. Systematically identifying and referring those with employment and financial/housing difficulties may help close this gap.

"I've never been able to stay in a job": Aqualitative study of Veterans' experiencesof maintaining employment.

Ensuring Veteran employment needs are met is a top priority for the Department of Veteran Affairs and the United States government. However, Veterans, especially those with mental health disorders, continue to encounter difficulties when employed. While many employment related programs offer numerous services aimed at helping Veterans gain employment, their ability to maintain long-term employment remains unknown. The objective of this study was to understand factors that affect the ability of Veterans with mental health disorders to maintain long-term employment. An exploratory, qualitative study design consisting of semi-structured interviews with 10 Veterans was performed. Inductive thematic analysis was performed to identify salient themes. We found that participants' symptoms manifested themselves within the workplace affecting their ability to maintain employment, participants felt as if they had been demoted from what they did in the military, and they felt unable to relate to civilian co-workers. Strategies that helped some transition into the civilian workforce were also identified. A better understanding of the difficulties some Veterans face when trying to maintain employment is needed. Our findings suggest that increasing awareness of existing programs and ensuring that services provide resources and skills that help Veterans maintain long-term employment is critical.

Social adaptation and employment of disabled people during the Great Patriotic War (on the materials of the Tatar ASSR)

The article deals with the problems of social adaptation of disabled veterans of the Great Patriotic War in the Tatar Autonomous Soviet Socialist Republic after their return to peaceful life. Based on the documentary materials extracted from the funds of the federal and Tatarstan archives The author characterizes forms of state support for war-maimed people, resolution of their production training and employment, appointment of pensions, opening of boarding houses, organization of health care services, etc. It is noted that for the majority of disabled people this targeted support was often a determining factor in ensuring their livelihoods. The employment of disabled veterans of the Patriotic War made it possible to solve a two-fold problem: in the conditions of an acute shortage of workers, a new personnel reserve was created for the economy and at the same time social protection of veterans returned after treatment in hospitals was provided. Many disabled veterans of the Great Patriotic War showed themselves well in the workplace, became leaders and were nominated for leadership positions. But there were those who led an immoral lifestyle, begging. The authorities, called to solve the issues of social rehabilitation of disabled people, did not always cope with the tasks assigned to them. Evidence of this is the facts of the soullessly-bureaucratic attitude of certain officials to the needs and requests of disabled people, cases of appropriation of funds and squandering of state funds.

Career Development for Women Veterans

The Problem Women veterans suffer from higher unemployment rates than their male counterparts. This is especially true among women veterans of the wars in Iraq and Afghanistan. Although scholars and practitioners recognize the disparity in employment between men veterans and women veterans, there has been little attention given to addressing this gap to improve the employment situation for women veterans. Furthermore, many of the existing policies and programs designed to assist veterans with civilian employment pursuits are targeted toward men veterans and have proven to be less effective for enhancing employability of women veterans. This is a critical HRD issue due to HRD’s interest in career development and the role of HRD professionals in assisting more women veterans in gaining civilian employment. The Solution Toward a remedy for improving unemployment rates for women veterans, this article contains a review of literature focused on exploring barriers to employment among women veterans and strategies for overcoming these barriers. Within this study, the specific needs of women veterans are explored in relation to their employability. Ultimately, this article highlights practical solutions in accordance with transition theory to the growing problem of unemployment among women veterans. These solutions are useful for HRD professionals to assist with successful transitions to civilian employment for women veterans. The Stakeholders This article will be of interest to HRD scholars and practitioners who are concerned with the well-being and employability of women veterans. The information contained in this article will be helpful to counselors and other professionals who are assisting women veterans in their transition to the civilian workforce.

Veterans in Workforce Development: Participation and Labor Market Outcomes.

This paper compares the employment status and earnings of veterans and nonveterans following their receipt of public workforce development services in Washington State during the years 2002–2012. It also describes workforce program participation patterns for veterans and nonveterans to determine if veterans have equal or prioritized access to key programs, where prioritization is required by law. Based on tabulations and propensity score weighted regressions using administrative data, the results indicate slightly lower levels of participation by veterans than nonveterans in two major workforce programs (Wagner-Peyser and the Workforce Investment Act Adult program), and high participation in veteran-specific programs (Disabled Veterans Outreach Program and Local Veterans Employment Representative). Employment rates of veterans after program receipt are substantially lower than those for nonveterans. Meanwhile, average earnings are slightly higher, conditional on employment. These results highlight the ongoing challenge of closing the gap in employment between veterans and nonveterans to reach goals stated by policymakers.

The relationship between newcomers’ emotional labor and service performance: the moderating roles of service training and mentoring functions

Retaining newcomers and enhancing their service performance are critical issues for the human resource management and hospitality management fields. However, newcomers have just begun to learn the organizational display rules and often encounter more emotional problems than veteran employees. Thus, how organizations help the newcomers to manage their emotions in order to deliver better service is an important issue. Based on the Job Demands-Resources (JD-R) model, this study explores the relationship between newcomers’ emotional labor and service performance, and examines whether human resource practices such as service training and mentoring functions can moderate this association. We collected data from hospitality newcomers and their supervisors from 34 hotels. A total of 244 valid paired questionnaires were collected during two different time phases. The results of hierarchical regression analysis show that newcomers’ deep acting positively relates to service performance and service training can enhance this relationship. In addition, mentoring functions also differentially moderate the relationships between the two emotional labor strategies and service performance.

Declining Wealth and Work among Male Veterans in the Health and Retirement Study

The composition, wealth, and employment of male veterans and nonveterans are analyzed for four cohorts from the Health and Retirement Study (HRS), those aged 51–56 in 1992, 1998, 2004, and 2010. Half of the men in the two oldest cohorts served in the military. Only 16% of the men in the youngest cohort, the only cohort subject to the all-volunteer military, served. One-fifth to one-third of the members of each cohort who served saw combat, mainly in Vietnam and the First Gulf War. Among those aged 51–56 in 1992, veterans were better educated, healthier, wealthier, and more likely to be working than nonveterans. By the 2010 cohort, 51- to 56-year-old veterans lost their educational advantage over nonveterans and were less healthy, less wealthy, and less likely to be working. After standardizing in multiple regressions for the influence of major observable characteristics, for the original 1992 HRS cohort, the wealth of veterans is no longer higher than the wealth of nonveterans. In contrast, the wealth of veterans from the youngest cohort, those 51–56 in 2010, remains about 10%–13% lower than the wealth of nonveterans from that cohort. There also is a decline from older to younger cohorts of veterans compared to nonveterans in the probability of not being retired, working more than 35 hours per week, and holding a job for more than 10 years.

Diffusion of Innovations Theory and Veterans of Color: A Framework for Promoting the Adoption of Effective State Vocational Rehabilitation Agencies, American Indian Vocational Rehabilitation Programs, and Veterans Affairs-Vocational Rehabilitation & Employment Co-Service Practices in Vocational Rehabilitation

This article proposes the adoption of co-service practices between state vocational rehabilitation agencies (SVRAs), American Indian vocational rehabilitation programs (AIVRPs), and Veterans Affairs-Vocational Rehabilitation and Employment (VA-VR&amp;E) programs as a means to increase employment outcomes for veterans of color (i.e., African Americans, Latinos, Native Americans, and Asians) with disabilities. Collaborative agency practices are shown to contribute to successful outcomes. However, there is less discussion on how to promote adoption of co-service practices between these agencies. The purpose of this article is to discuss the need for interagency collaborations and Diffusion of Innovations Theory as an approach for promoting adoption of co-service practices across these agency contexts to increase employment services and outcomes for these veterans. Recommended approaches that can be considered for advancing the current state-of-the-science on improving SVRAs and VA -VR&amp;E, and AIVRPs and VA -VR&amp;E co-service strategies for placing these veterans into competitive integrated employment are presented.

Paving Access for Veterans Employment through Holistic Transition: Practice Implications when Working with Veterans

No single cause can be linked to the high rates of veteran unemployment in the U.S. today. Despite efforts on the part of corporations, the social sector, and government to boost veteran hiring, the problem persists. Research has shown the effectiveness of holistic “disability-based” intervention in opening sustainable employment opportunities for persons with severe disabilities. Based on studies that suggest “veteran status” and the unique issues it imports for today's transitioning service members, it can become a barrier to employment. This finding supports the notion of a “veteran-based” intervention approach for veterans who are not disabled but face challenges that require intensive intervention and sustained engagement. A new, more holistic approach must address veteran-specific barriers to employment in order to deliver services that lead to a reduction in veteran unemployment.

Rural and urban supported employment programs in the Veterans Health Administration: Comparison of barriers and facilitators to vocational achievement for veterans experiencing mental illnesses.

The purpose of this mixed-methods study was to compare urban and rural supported employment programs on barriers and facilitators with employment for veterans experiencing mental illnesses. A national sample of 114 supported employment staff, supervisors, and upper level managers employed by the Veteran's Health Administration were recruited. Participants completed an online survey of work barriers and facilitators, including open-ended questions regarding additional factors that impact the work success of veterans. Survey responses were compared between participants from rural (n = 28) and urban (n = 86) programs using independent groups t tests. Open-ended questions were analyzed using content analysis. Supported employment personnel from rural programs perceived significantly more barriers to work success compared with urban personnel, particularly in the areas of access to services and a range of job-related factors, including job match and interpersonal relationships at the work site. In contrast, participants from urban programs reported greater facilitators in the domain of mental health services. Qualitative findings add depth to the quantitative findings and highlight challenges in rural supported employment programs impacting job development and job fit. Both urban and rural programs experienced unique barriers related to geography and transportation. Findings from this nationwide mixed-methods survey provide a comprehensive picture of the obstacles to employment success for veterans living with mental illnesses and receiving supported employment services in rural areas. Suggestions for changes in policy related to services and resource allocation are presented to address these unique barriers, particularly in rural areas. (PsycINFO Database Record

Declining Wealth and Work Among Male Veterans in the Health and Retirement Study

The composition, wealth, and employment of male veterans and nonveterans are analyzed for four cohorts from the Health and Retirement Study, ages 51 to 56 in 1992, 1998, 2004, and 2010. Half of the two oldest cohorts served in the military. Only 16 percent of the youngest cohort, the only cohort subject to the all-volunteer military, served. One-fifth to one-third of the members of each cohort who served saw combat, mainly in Vietnam and in the Gulf War. Among those 51 to 56 in 1992, veterans were better educated, healthier, wealthier, and more likely to be working than nonveterans. By 2010, 51- to 56-year-old veterans had lost their educational advantage, were less healthy, less wealthy, and less likely to be working than nonveterans. After standardizing in multiple regressions for the influence of major observable characteristics, for the original 1992 HRS cohort, the wealth of veterans is no longer higher than the wealth of nonveterans. In contrast, the wealth of veterans from the youngest cohort, those 51 to 56 in 2010, remains about 10 to 13 percent below the wealth of nonveterans from that cohort. There also is a decline from older to younger cohorts of veterans compared to nonveterans in the probability of being not retired, of working more than 35 hours per week, and in the likelihood of holding a job for more than 10 years. Comparisons are made within the group of veterans by years of service, officer rank and other covariates.

The relationship of disability and employment for veterans from the 2010 Medical Expenditure Panel Survey (MEPS).

Veterans with disabilities, especially those with posttraumatic stress disorder (PTSD) and traumatic brain injury (TBI) have difficulty obtaining and maintaining competitive employment. To determine if there are significant differences in employment between veterans with and without disability, between veterans with a disability and nonveterans with a disability, and to investigate the association of veteran status and disability with employment. Chi square analyses were conducted on data obtained from the 2010 Medical Expenditure Panel Survey to determine if significant differences in employment occurred between veterans with disabilities, veterans without disabilities and nonveterans with disabilities. Multivariate regression analyses were used to determine how veteran status and disability are associated with employment. Significant differences in employment were found between veterans with and without a disability; however, no significant differences existed in employment between veterans and nonveterans with a disability. Multivariate analysis showed that veteran status (aOR=1.80), having any disability (aOR=7.29), social disability (aOR=3.47) or a cognitive disability (aOR=3.16) were associated with not being employed. Veterans with disabilities are more likely not to be employed than veteran populations without disabilities. Veterans; however have unique disabilities, different than nonveterans with disabilities, that need to be addressed, such as social and cognitive disabilities resulting from TBI and PTSD. Future research should focus on evaluating the effectiveness of employment programs and policies designed to address the unique issues faced by veterans with disabilities.

The Employment of Veterans in State and Local Government Service

Has veterans’ preference been successful in increasing military veterans’ access to state and local government (SLG) jobs? U.S. Census data for 1980 through 2011 show that veterans are more likely than nonveterans to work for SLGs, despite some characteristics that would normally make them less likely to take SLG jobs. This is especially true in states that offer absolute preference or pay well relative to the private sector.

Ethnography, fidelity, and the evidence that anthropology adds: supplementing the fidelity process in a clinical trial of supported employment.

This discussion considers the role and findings of ethnographic research within a clinical trial of supported employment for veterans with spinal cord injury. Contributing to qualitative evaluation research and to debates over anthropological evidence vis-à-vis clinical trials, we demonstrate how enactors of a randomized controlled trial can simultaneously attend to both the trial's evidentiary and procedural requirements and to the lived experiences and needs of patients and clinicians. Three major findings are described: (1) contextual information essential to fidelity efforts within the trial; (2) the role of human interrelationships and idiosyncratic networks in the trial's success; and (3) a mapping of the power and authority structures relevant to the staff's ability to perform the protocol. We emphasize strengths of anthropological ethnography in clinical trials that include the provision of complementary, qualitative data, the capture of otherwise unmeasured parts of the trial, and the realization of important information for the translation of the clinical findings into new settings.

Delineating and Reviewing the Role of Newcomer Capital in Organizational Socialization

In this article, the organizational socialization literature is reviewed through the lens of newcomer capital. We give an overview of the socialization literature and examine established and proposed linkages among four components of newcomer personal capital: human, social, psychological, and cultural capital. Then, we theoretically explore and discuss how the socialization adjustment process, consisting of newcomer experience, role clarity, social acceptance, and self-efficacy, is affected by these types of capital for newcomers, veteran employees, and organizations. We hope that identifying and summarizing these links in one review article will help to advance research in both the capital and organizational socialization literatures.