Employment Experiences Research Articles

Customer experience (CX), employee experience (EX) and human experience (HX): introductions, interactions and interdisciplinary implications

PurposeThe purpose of this paper is to provide an overview of what (service) experience is and examine it using three distinct perspectives: customer experience (CX), employee experience (EX) and human experience (HX).Design/methodology/approachThe present conceptualization blends the marketing and organizational behavior/human resources management (OB/HRM) disciplines to clarify and reflect over the meaning of (service) experience. The marketing discipline illuminates the concept of CX, whereas the OB/HRM discipline illuminates the concept of EX. The concept of HX, which transcends CX and EX, is examined in light of its recent development in service research. For each of the three concepts, key themes are identified, and future research directions are proposed.FindingsBecause the goal that individuals seek to achieve depends on the role they are enacting, each of the three perspectives on experience (CX, EX and HX) should have a different focal point. CX requires to focus on the process of solving customer goals. EX necessitates to think in terms of organizational context and job content that support employees. Finally, the focus of HX should be on well-being via enhanced gratification, and reduced violation, of basic human needs.Originality/valueThis paper offers an interdisciplinary perspective on (service) experience and simultaneously addresses CX, EX and HX in order to reconcile the different perspectives on experience in service research.

Managerial Decision-Making Methodology to Support Innovation Activities: Evidence from Slovak Enterprises

The creation of innovations in enterprises is a topic that has a firm place in the scientific literature, and the authors describe several procedures and theories of the functioning of the innovation process in enterprises. One part of the innovation process is decision-making. In the article, attention is paid to the results of research on the decision-making process as an important and integral part of the innovation process. The elements of the decision-making process and their impact on innovation represent an area of possible exploration and development of theories on decision-making in the innovation process. It is here that we have proposed a methodology for decision-making in the innovation process. The management of innovation processes, of which decision-making is an important part, provides multiple points of error for enterprises. Errors are experienced by enterprises due to a lack of information or its misuse, the influence of communication and time, and also the lack of experience of employees. The aim of this paper is to highlight the different decision-making criteria and approaches to innovation activities in Slovak enterprises within the framework of the developed methodology and survey results.

Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition

PurposeThe present study aims to gauge the experience of gender non-binary (NB) employees in the context of employee value propositions (EVP) in Indian enterprises and make suggestions for organizations to align their gender-aligned interventions with the EVP framework.Design/methodology/approachQualitative methodology was used for collecting data through semi-structured interviews and subsequent analysis of the transcripts. The data was gathered from 10 NB participants working in Indian enterprises with the use of non-probabilistic purposive snowball sampling.FindingsThe analysis revealed eight themes representing the good, bad and ugly experiences of NB individuals within the context of EVP. These findings underscore the potential of enriching value propositions for employees to promote gender inclusion in corporate settings, contributing to long-term organizational success.Practical implicationsThe study offers both theoretical and practical implications for fostering inclusivity at the workplace. It suggests that policymakers and organizations should align EVP with diversity and inclusion initiatives, re-evaluate hiring processes and promotion policies to ensure equal opportunities for NB individuals, provide regular staff training to address biases and implement inclusive insurance policies and representation in employee resource groups (ERGs).Originality/valueThis study provides unique insights into the experiences of NB employees within the framework of EVPs in Indian organizations.

Leadership empowerment behavior and employee referrals: chain mediation of perceived challenge stress and employee experience

Purpose Internal employees of firms are a reliable source of information for potential job seekers. However, few studies have focused on why internal employees actively recommend their firms. Based on the social exchange theory, this study aims to construct a chain mediation model using perceived challenge stress and employee experience as mediators to explore how leadership empowerment behavior affects employee referrals. Design/methodology/approach Bootstrap repeated sampling analysis was conducted on a sample of 307 employees collected through two-time points. Findings Leadership empowerment behavior is positively related to employee referrals; perceived challenge stress and employee experience mediate the effect of leadership empowerment behavior on employee referrals, respectively; in addition, perceived challenge stress and employee experience play a chain mediating role between leadership empowerment behavior and employee referrals. Originality/value The findings can help provide insight into the drivers of employee referrals and can effectively guide organization reputation management.

The Influence of Servant Leadership on Internal Career Success: An Examination of Psychological Climates and Career Progression Expectations

Servant leadership's positive effects on employee attitudes and motivations are well-documented. However, it remains unclear how and whether the employee beneficiaries of servant leadership choose to remain and thrive with their current employer. Would employees remain with employers and advance within their organizations after exposure to servant leadership, or is it possible that the advantages gained make them more inclined to explore better opportunities elsewhere? We examine this question from a social learning perspective by investigating the process through which an employee's experience of servant leadership behaviors influences their voluntary turnover and promotion attainment. We propose a serially mediated model in which an employee's perception of servant leadership increases promotion attainment while reducing voluntary turnover via perceptions of two psychological climates (caring and instrumental) and subsequent changes in employee career progression expectations. These predictions were tested in a 4-wave field study in which objective measures of turnover and employee promotions were tracked throughout a 12-month period. The results reveal support for the hypothesized serial mediation model. We discuss the theoretical and practical implications of this research and outline directions for future research.

Employee engagement in shared services in a regional university context

ABSTRACT A reflexive thematic analysis was used to identify factors that enhance and inhibit employee engagement amongst professional staff working in shared services teams in an Australian regional university. With efficient and effective client service delivery expected of people working in a shared services structure, employee buy-in and the need for them to feel engaged are important. However, little is known about the employee experiences of working in a shared services team. Despite this, shared services have become popular in universities by offering cost savings while improving service quality and output. We found that professional staff responded generally positively to working in a shared services team. Moreover, they indicated positive employee engagement when their working experiences responded to specific ‘rules of engagement’ applicable to their shared services environment.

The Effects and Functionality of Artificial Intelligence in Human Resource Management

Artificial intelligence (AI) technology have revolutionised many elements of corporate operations in recent years, and human resource management (HRM) is no exception. The many functions and impacts of AI in the field of HRM are examined in this paper. This study attempts to shed light on how AI is changing traditional HR practices, the benefits it delivers, as well as the possible obstacles and ethical considerations it presents, by a thorough examination of the available research and empirical investigations. The study will examine how AI is used in HRM in a variety of contexts, such as hiring and selection procedures, performance management, employee engagement, and training and development programmes. It will look at how AI-powered solutions are improving accuracy and efficiency in HR tasks. Examples of these tools include chatbots for candidate conversation, resume screening algorithms, and predictive analytics for finding high-potential individuals. The project will also explore the ways in which AI may support inclusion and diversity in the workplace and enhance the work experience for employees. Additionally, the study will go over the possible drawbacks of implementing AI in HRM, including worries about algorithmic bias, data privacy, and the displacement of human labour. The ethical issues surrounding the use of AI to make critical HR decisions as well as the requirement for accountability and transparency in AI-driven processes will also be covered.

The Impact of Human Resource Management Practices on Organizational Learning at Jordanian Commercial Banks

Organizational learning is a critical element that enables an organization to adapt to changes and remain competitive. It allows corporate team members to continue to advance their professional growth and development. This study aimed to investigate the impact of human resources management practices on organizational learning in Jordanian commercial banks. A quantitative method was employed, and the data was collected from the commercial banking sector in Jordan. A total of 386 questionnaires were collected and subjected to analysis. Based on the results, the results that study suggested the presence of a statistically significant effect at the level of significance (α ≤ 0.05) of human resource management practices in their dimensions (employment, training, motivation, performance evaluation) on organizational learning. The study recommended paying more attention to the hiring process and providing training to new and experienced employees as plans are developed, paying more attention to the hiring process and providing training to new and experienced employees as plans are designed while keeping cross-organizational skills in mind. And pay special attention to the performance evaluation perspective of improving the quality of work.

Homemaker or breadwinner: labour force participation of Pakistani women

ABSTRACT In recent years, Pakistan has seen an increase in policy efforts to encourage women's participation in the workforce. However, existing research suggests that these policies have not resulted in a proportional increase in women’s labour force participation. This study employs an ecological systems approach to investigate the factors that impact the engagement of tertiary-educated Pakistani women in the labour market and their experiences of employment. Beyond elucidating the barriers to women's employment, the analysis also delves into factors that empower women to navigate the obstacles encountered in their employment journey. Drawing upon a series of comprehensive interviews conducted with 35 Pakistani women and employing a thematic analysis approach, this research dissects the way in which societal norms and values, including notions of honour, the prioritisation of marriage, and the enduring presence of gender inequality within the domestic sphere, constrain women's participation in the labour market. Our findings show that the support extended by father’s and husband’s in facilitating women's pursuit of employment, as well as the personal strategies adopted by women to overcome gender-based discrimination in workplace settings, are pivotal elements that facilitate women’s participation in the labour market.

Fun Fun Fun—The relationship between well-being activities and job satisfaction in high-tech companies

Job satisfaction is a goal of every organization and human resources department. Many studies have shown the relationship between employee satisfaction as a predictive factor for a variety of key organizational indicators such as employee commitment, employee engagement, productivity, attrition, and turnover. Engaging in well-being activities is one strategy that companies can use to boost employee satisfaction. The term “well-being” activities in Hebrew is a bit different from the common use of the word in the literature. It is a combination of the concepts of Fun Activities, Employee Experience and Perks and Benefits. In High-tech companies, there are many activities aimed at creating a positive employee experience and an attractive organizational culture. These activities include a vast range of activities such as: department events, happy hours, company events, holiday gifts, enrichment activities, sports classes (for example, yoga), and more benefits. Despite the considerable investment in this budget, there are not many studies illustrating the contribution of well-being activities to employee satisfaction and their ROI. The purpose of this study was to examine the relationship between workplace well-being activities and job satisfaction in the Israeli high-tech market. The hypothesis of this study was that there is a positive relationship between well-being activities in the workplace and satisfaction in the workplace, but also to identify which issues within the well-being policy will predict the highest level of employee satisfaction. The study was conducted among 91 employees from a variety of high-tech companies in the Israeli market. The study’s findings supported the hypothesis. Practical suggestions for organizations for the successful implementation of well-being policies are discussed.

Exploring Employee Job Satisfaction: A Study with Special Reference to the Working Environment at Silicon Labs, Hyderabad

This research endeavors to conduct a comprehensive study on employee job satisfaction, with a specific focus on the working environment at Silicon Labs in Hyderabad. Recognizing that a positive work environment is integral to employee well-being and productivity, this study aims to investigate various aspects influencing job satisfaction, including workplace culture, facilities, and overall working conditions. Utilizing a mixed-methods research design, this study combines qualitative insights obtained through employee interviews, focus group discussions, and workplace observations with quantitative surveys to comprehensively analyze job satisfaction at Silicon Labs. The qualitative component seeks to uncover nuanced perspectives on employee experiences, satisfaction drivers, and areas for improvement, while the quantitative analysis focuses on measuring satisfaction levels and correlations. The research will explore the elements contributing to a positive working environment, such as leadership style, communication practices, opportunities for professional growth, and the physical workspace. It aims to assess the impact of organizational policies, employee benefits, and work-life balance on overall job satisfaction. Furthermore, the study will investigate the role of team dynamics, organizational support, and employee recognition in fostering a conducive working environment. The findings from this research are expected to provide valuable insights for human resources professionals, organizational leaders, and decision-makers at Silicon Labs. By understanding the factors influencing job satisfaction, Silicon Labs can refine its strategies, enhance the working environment, and contribute to the overall well-being and motivation of its employees. This study serves as a foundation for informed decision-making and future research within the realm of employee job satisfaction at Silicon Labs in Hyderabad.

Synergies of Tomorrow's Workforce: Navigating Tech, Diversity, Hybrid Work Model and Well - being for Enhanced Employee Experience

Synergies of Tomorrow's Workforce: Navigating Tech, Diversity, Hybrid Work Model and Well - being for Enhanced Employee Experience

A novel Conceptualization of AI Literacy and Empowering Employee Experience at Digital Workplace Using Generative AI and Augmented Analytics: A Survey

With the fast, rapid, and expeditious integration of Artificial Intelligence (AI) technologies, particularly Generative AI and Augmented Analytics, organizations are presented with new opportunities to transform their operations and empower their workforce. This paper explores the intersection of AI literacy, Generative AI, and Augmented Analytics to propose strategies for fostering a culture of AI fluency among employees. This paper reviews the literature on AI literacy and its potential implications for employee experience (Ex) in digital workplaces. AI literacy and competency is the ability to understand, interact with, and thoughtfully assess the applications and ramifications of artificial intelligence (AI) across diverse domains. The paper argues that AI literacy is a key competence for employees in the digital era, as it enables them to leverage the potential of generative AI and augmented analytics, two of the most promising technologies for enhancing Ex. Generative AI refers to the use of AI to create novel and diverse outputs, such as text, images, music, or designs, while augmented analytics drives potential capability to make use of Artificial Intelligence technologies to automate and augment data analysis and decision-making. The paper discusses how these technologies can empower employees to be more creative, productive, collaborative, and engaged in their work and the challenges and risks they pose. This paper additionally highlights the obstacles, deficiencies, and proposed pathways for further research advancement concerning AI technological competency and literacy, aiming to enhance the employee experience significantly in digital workplaces.

Integrated Role of Human Resource Management in Mitigating the Post-Covid-19 Challenges in Retail

The decline in retail sales during the COVID-19 pandemic was driven by quarantine measures, household financial problems, social distancing norms and changes in consumer shopping behaviour. Shopping habits have been significantly transformed: customers refrained from visiting crowded and large stores where it was difficult to maintain social distancing, often preferred to shop online, made bulk purchases in one visit, reducing the need for frequent trips to the store, delegated a family member to do the shopping, avoided group visits to stores to minimize the impact of the virus on the family, etc. Therefore, the post-pandemic recovery of the retail sector is becoming an important task for many countries. The article systematizes the main problems of the retail sector after the COVID-19 pandemic in general and human resources issues in particular. It structures the scientific work of scholars from different countries on human resources management in retail in the post-pandemic period. During the pandemic crisis, the retail sector experienced a surge in job losses, wage cuts, and high staff turnover, and the pandemic created a problem of employees’ isolation from the team, as well as staff adaptability, as employees were forced to multitask and perform additional, non-standard functions. The rapid changes in quarantine restrictions during the pandemic left retailers’ management with limited time to consider and execute critical business decisions, including recruitment, which often resulted in either a shortage or overstaffing. As the economy has gradually recovered from the pandemic, this loss of human capital has proved irreversible, with many experienced employees having already adapted to other jobs or changed careers. The article explores the mechanisms for overcoming post-pandemic staff losses in retail through effective planning of human resource management policies, in particular, the bottom-up approach, trend analysis and the Delphi method, implementation of creative recruitment strategies in retail in the face of staff shortages, in particular, through digital technologies, with a focus on soft skills and adaptability of candidates, etc. The article also discusses the mechanisms for overcoming post-pandemic challenges in retail using effective methods for assessing the effectiveness of human resources (in particular, straight-ranking appraisals, grading, management by objectives and 360-degree appraisals), techniques to evaluate employee engagement, the integrated role of HR management and HR administration in this regard is substantiated. A separate part of the study is devoted to post-pandemic lessons for the human resource management system in ensuring safe working conditions and employee health and safety when retail workers still experience fear of large crowds and psychological distress about the transmission of viruses in the workplace through direct interaction with customers and objects. The next block of the study focuses on the changes in career planning requirements in the post-COVID-19 era, building appropriate strategies and scenarios.

External and internal food fraud prevention in Finnish food businesses

This two-part survey study focused on external and internal food fraud vulnerability in Finnish food businesses. The aim of Study 1 was to investigate food businesses' experience of food fraud and their views on food fraud vulnerability and prevention. Study 2 focused on food production businesses’ organizational culture from an internal food fraud prevention perspective. The first survey was targeted at representatives of Finnish food businesses operating in food production, wholesalers, and central firms (N = 98). While many food business operators (FBOs) had experience of fraudulent practices, they often thought that their businesses were well prepared to prevent food fraud. The businesses used different methods in assessing the reliability of their suppliers, such as buying from familiar businesses and using networks to gain information, but public registers, such as the Tax debt register, were rarely used. The second survey targeting the employees of ten Finnish food production businesses (N = 691) underwent logistic regression analysis. Differences in perceived possibility of internal fraud in the business, organizational integrity, and wrongness of certain fraudulent practices were found based on respondent and business characteristics. Specialists and directors less often fully agreed on the possibility of internal fraud than workers. In addition, specialists, directors and experienced employees reported high organizational integrity more often than workers and less experienced employees. The results highlight that food businesses should take notice of both external and internal food fraud prevention by thoroughly assessing the food fraud risks in their operations and enforcing good organizational culture.

Pengaruh Sikap Individu, Pendidikan, dan Pengalaman Kerja Serta Kaitannya Terhadap Etos Kerja Perusahaan CV Buana Sejara Jaya Abadi Bekasi

The purpose of this research is to describe (1) the influence of individual attitudes on employee performance, (2) the influence of education level on employee performance, (3) the influence of work experience on employee performance, and (4) the influence of work ethic on employee performance at CV Buana Sejara Jaya Abadi Bekasi. This research is classified as quantitative research. The population is employees of CV Buana Sejara Jaya Abadi Bekasi. The sample for this research was 50 respondents. The data collection method uses a questionnaire method, while the data analysis technique uses multiple regression analysis and classical assumption tests consisting of normality tests, multicollinearity tests, and heteroscedasticity tests. The results of the analysis show that (1) Individual attitudes have a positive effect on employee performance. This means that the better the individual worker's attitude, the better the employee's performance. (2) Education has a positive effect on employee performance. This means that the better the level of education obtained, the better the employee's performance. (3) Work experience has a positive effect on employee performance. This means that the more employees have worked before, the better the employee's performance. (4) Work ethic simultaneously influences employee performance. This means that the better the individual attitude, education level and work experience of employees, the better the performance of CV Buana Sejara Jaya Abadi employees.

The Effect of Employee Experience and Engagement on Intention to Leave with Innovative Work Behavior as a Mediating Variable

The Effect of Employee Experience and Engagement on Intention to Leave with Innovative Work Behavior as a Mediating Variable

Employment after SCI: Experiences of Employers and State Vocational Rehabilitation Counselors

Employment after SCI: Experiences of Employers and State Vocational Rehabilitation Counselors

Nonstandard employment and support for older parents in urban China

The recent rise of nonstandard employment worldwide has significant implications for intergenerational transfers but has been neglected in existing research on the relationships between adult children's employment experiences and parental support. Utilizing data from the urban sample of the China Family Panel Studies (CFPS), we examine how nonstandard employment is related to adult children's money (financial) and time (instrumental and emotional) support for parents. Our analyses among four groups of adult children reveal complex patterns in the nonstandard employment–parental support relationship by children's gender, coresidence status, and educational attainment. Results suggest nonstandard employment primarily undermines the financial ability to support parents among non-coresident daughters, but nonstandard jobs have little to do with daughters’ time caring for parents regardless of their coresident status. Meanwhile, nonstandard employment appears to be weakly related to help for parents in the short term among all adult sons. Disadvantages associated with nonstandard employment in upstream parental support, such as a “less money, less time” situation, are concentrated among less-educated adult children (mainly daughters) who live apart from their parents.

'They don't think I can do it': Experiences of self-advocates, employment specialists, and employers on employment of adults with intellectual disability.

A multi-phase Canadian study was conducted as part of a large-scale community and academic research partnership focused on understanding and improving the employment experiences of people with intellectual disabilities. This multi-method study utilized a sequential approach, using findings from qualitative interviews (n = 28) to inform an online survey (n = 149). Participants were invited to share their experiences with paid employment or with persons with intellectual disabilities. Thematic analysis of data across interview and survey findings resulted in six themes: (1) assumptions and attitudes, (2) knowledge and awareness, (3) accessibility of processes, (4) use of accommodations, (5) workplace relationships, and (6) supports and resources. A holistic and systemic approach has the potential to improve inclusive employment experiences of people with intellectual disabilities. Action is needed mainly at the policy and employer level to reduce barriers and improve on facilitating measures reinforced by the themes shared in this study.