Veteran Workplace Identity: Conceptualizing and Measuring Veteran Identity in the Organizational Context

Military veterans make up just 5% of the U.S. workforce, but their outcomes are of particular interest to society and business organizations. Despite social concern and respect for veterans, little management theory explains veterans’ differentiated outcomes in employment experiences and labor market outcomes. This dissertation considers the fundamental question of what it means to be a military veteran in the workplace context and uses mixed methods techniques to consider veteran workplace identity (VWI). Through qualitative analysis, I found VWI was a multi-dimensional, work-related identity. This definition was then used to develop a twelve-item scale and assess its psychometric properties as a quantitative measure. A validation study was conducted to determine the relationships between VWI, identity strain, and work-related outcomes, including, turnover intention and job satisfaction. I found positive relationships between VWI, identity strain, and job satisfaction. This work contributes to our understanding of the theoretical boundaries of work-related identity by defining VWI as a multidimensional work-related identity as opposed to a purely social or role identity. In turn, this finding offers theoretical grounding for veterans’ research by management scholars in theories of work-related identity. This study may inform practical interventions to improve veteran recruitment and hiring and transition support for current service members. An agenda for future management research on veteran identity is also considered