Assimilation approach to measuring organizational change from pre- to post-intervention

Table 3 Main problematic experiences by informant type, and pre- to post-intervention changes

Type of informant	Problematic experience rated on the APES	APES level at pre	APES level at post
VAMC administrators (n = 2)	Admin 1: Employee perceptions of discriminatory practices (the allegations)	2	5, 6
	Admin 2: Personal experience of the allegations	2	5
	Admin 2: Existing practices at the VAMC	0, 1	6
	Admin 1: Management-union relationship	1.5	2.5
	Admin 2: Management-union relationship	1.5-2	3
Union representatives (n = 2)	Union 1: Lack of communication (management and unions)	2	2.5
	Union 1: Lack of employee empowerment	2	6
	Union 1: Resenting interventionists “interfering”	2	3
	Union 2: Management “doing as they please” (discriminatory hiring and promotions, lack of accountability, resulting employee disempowerment)	2	3
VAMC employees (n = 240)	Existing practices (racism, favoritism, unfairness), caused by uncaring or weak leadership, result in negative workplace climate, low morale, disempowerment of employees	1, 2, 3	5, 6
	Intolerant, adversarial attitudes by supervisors of certain areas cause no cohesion between staff	1, 2	4, 5
	VAMC-wide lack of communication, training, and support for job-related tasks	2, 3	3, 4, 5
	Understaffing creates many problems which are not addressed by leadership	2, 3	3
	Bad public image of the VAMC is unfair and depressing	0, 1, 2	3.5, 4

VAMC: Veterans Affairs Medical Center; APES: Assimilation of Problematic Experiences Scale.