Date of Conferral



Doctor of Business Administration (D.B.A.)




Natalie Casale


Military veterans are quitting their first job after separating from the military service at an excessively high rate. Reducing employee turnover among military veterans is essential for organizational and HR managers to increase the company’s profitability and productivity. Grounded in Maslow’s hierarchy of needs theory, the purpose of this quantitative correlational study was to examine the relationships among military veteran employee job satisfaction, job motivation, and employee turnover. Data were collected from survey responses of 85 military veterans from Texas. Participants had at least 2 years of active federal service and were separated from the armed forces no longer than 8 years. The binary logistic regression analysis results indicated that the model containing the two predictor variables (job satisfaction and job motivation) was able to significantly predict employee turnover, X2(2) = 53.97, p < .001. Both job satisfaction and job motivation were statistically significant as predictors. A key recommendation for organizational and HR managers is to facilitate a workplace environment of inclusion and support. The implications for positive social change include the potential for organizations to achieve increased productivity and quality of service, resulting in communities prospering from an increase in sales and property tax revenue. Finally, military veterans can benefit because work stability and continuity of social support can improve military veteran employee mental health and reduce military veteran suicidal ideation.

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