Employment Experiences Research Articles

Career Guidance and Employment Issues for Neurodivergent Individuals: A Scoping Review and Stakeholder Consultation

ABSTRACTGrowing recognition of neurodivergence amongst individuals poses challenges for career counselors and human resource practitioners when advising, guiding, and supporting the careers of this diverse group. Despite the potential for neurodivergent individuals to contribute to organizations, career guidance for these individuals is a relatively new area. We conducted a multidisciplinary project comprising a scoping review and stakeholder consultation to generate evidence‐based recommendations for identifying and supporting career paths that lead to positive employment outcomes for neurodivergent individuals. The scoping review included 78 articles on career guidance and associated employment issues (e.g., facilitators and barriers to employment) for neurodivergent individuals, while stakeholders, including neurodivergent individuals, counselors, and others, provided insights into their employment experiences. Our scoping review yielded nine themes: career guidance practice, predictors of employment, employment interventions, different forms of employment, work barriers and facilitators, strengths and challenges, person‐job fit, occupation and industry fit, and employment outcomes. The stakeholder consultations complemented the scholarly themes. Results were interpreted using the Stone and Colella theoretical model of factors influencing the treatment of people with disabilities. The model was extended across educational and work contexts, and to include the nature of occupations and industries. Building on this project and our overarching theoretical model, we map a future research agenda for the study of careers amongst neurodivergent individuals. Specifically, we highlight persistent methodological limitations of the literature before turning to theoretical implications across career stages. We conclude with practical implications for career counselors and human resource practitioners. Ultimately, our review calls for researchers and practitioners to help promote sustainable, high‐quality, and fulfilling careers for neurodivergent individuals.

Physician Assistant Training, Collaboration, and Practice Act Legislation: Perspectives From Practicing Physician Assistants.

This study examines training, experience, and collaborative practices of physician assistants (PAs) with employment experience and their perspectives on practice act legislation. Mixed method study with quantitative and qualitative data. One hundred eighty participants completed the survey. During clinical employment, 81.05% of respondents reported physicians participated in training. However, supervising physicians trained only 43.46%; 56.54% reported being trained by nurse practitioners (NPs), PAs, and/or other physicians. Onsite collaboration with physicians was reported by 87.2%. Supervising physician involvement was reported by 67.3%, and of these, 59% collaborated with PAs, NPs, and/or other physicians as well. One-third collaborated only with NPs, PAs, and/or other physicians. Daily/weekly collaboration with a supervising physician was reported by 78.89% in their first position and 54.87% in their current/most recent position; 77.22% collaborated with NPs, PAs, and/or other physicians in their first position and 71.68% in their current/most recent position. Most (64.44%) felt PAs should not be legally required to have physician supervision. Most (76.12%) felt care quality would not decrease if supervision were lifted. Most (74.44%) agreed that PAs are hired less frequently than NPs in states where physician supervision is required for PA but not NPs. Findings suggest that team-based practice is already the current structure of PA clinical training and collaboration with PAs receiving significant support from physicians who are not supervising physicians and other nonphysician practitioners. Establishing oversight at the practice level is supported by this practice structure. Determining effects of practice act legislation on employment training, collaboration, and hiring practices warrants further research.

Knowledge management and knowledge sharing in maintenance department of high-tech industries

PurposeThe competition and competitive advantage among firms in various industries have shifted toward a knowledge-based economy. This is particularly evident in knowledge-intensive industries where a company’s competitive edge relies heavily on its ability to generate and utilize new knowledge solutions. Knowledge management (KM) is essential for all organizations, but it holds greater significance in specific functional units, such as maintenance. Industrial maintenance is a knowledge-intensive field and knowledge sharing (KS) motivation is low due to the tacit and intricate nature of knowledge. Despite these challenges, sharing knowledge between experienced and novice employees is fundamental to industrial maintenance, and much remains to be examined in this area. This study explores how novices' knowledge and KS with other workers can be improved via “Training by Novices” program in industrial maintenance.Design/methodology/approachThis study adopted an action-research approach within a high-tech company’s maintenance department, involving 103 maintenance employees. The research unfolded in three pivotal phases: first, an initial evaluation of KM and KS was carried out; second, training programs by novices aimed at strengthening KS between novices and department members were implemented and third, data were collected to assess changes and facilitate improvement in knowledge exchange and collaboration within the department.FindingsThe study demonstrates that involving novices in training programs as trainers within high-tech industries' maintenance departments enhances KM and KS among all employees. The training programs led to substantial increases in knowledge for novices and experienced workers and fostered a culture of continuous learning. Despite the short training duration, participants' overall knowledge increased, and they found the program effective and expressed willingness to continue, indicating potential for long-term improvements in KS practices.Research limitations/implicationsThis research challenges conventional wisdom regarding KS among novices in industrial maintenance. Showcasing the effectiveness of novices as trainers offers a fresh perspective on enhancing KS practices within knowledge-intensive industries.Practical implicationsThis study provides actionable insights for maintenance managers grappling with KS challenges. Organizations can boost employees' knowledge and KS practices by advocating for structured training programs led by novices, fostering a more collaborative workplace culture.Originality/valueThis study introduces a novel approach by empowering novices to engage actively in KS within industrial maintenance settings. By utilizing novices as trainers, the research demonstrates a practical means of enhancing both their own knowledge and that of their peers. This innovative strategy not only addresses common challenges in KM within maintenance units but also promotes a culture of continuous learning and development. This research offers valuable insights into improving KS practices and fostering a more collaborative organizational culture.

Autistic Students’ Experiences of Employment and Employability Support while Studying at a UK University

Autistic Students’ Experiences of Employment and Employability Support while Studying at a UK University

Employer support for health and social care registered professionals, their patients and service users involved in regulatory fitness to practise regulatory proceedings.

Health and social care employees may be involved in professional regulatory proceedings because their alleged behaviour raises health or conduct concerns. Employees, patients or service users may also be involved in a regulatory tribunal as witnesses. This study is about the role of employers in supporting them in this process. Taking an organisational support perspective, we interviewed 25 senior employees in health and social care organisations in the UK who are responsible for managing the employer's role in the proceedings. Template analysis was used to analyse the transcripts. Support for patients was limited to that offered during an employer's complaints process, and only one employer gave some support during the regulatory process if the patient or service user initiated regulatory proceedings. Support for employees in tribunals was little different to that offered during an initial investigation by the employer. However, where additional support for being involved in a regulatory tribunal was offered to employees, it most often came from the senior employees' own experience of the stressfulness of being a witness in these proceedings. Employers were not aware of training resources that would better support their employees to engage with professional regulatory proceedings. Employers offer limited support to employees who are involved in professional regulatory proceedings, and the support offered may depend more on senior employee's individual experience of involvement in regulatory proceedings to exercise this discretion. Patients, service users and other public witnesses receive almost no support from health and social care employers during professional regulatory proceedings.

Learning by Doing: The Potential for Experiential Education in Health Promotion

Background: Rural populations face significant health disparities (e.g., high rates of chronic diseases) and unique accessibility barriers (e.g., limited healthcare facilities). Training higher education students to serve as facilitators for chronic disease prevention programs may address rural health promotion needs. Purpose: The purpose of this pilot, exploratory study was to create an experiential learning opportunity for students and examine their experiences. Methodology/Approach: Project leaders completed a Diabetes Prevention Program Lifestyle Coach training and, based on their experiences, created training program goals, content, and schedule. Undergraduate students in health-related programs or courses were recruited to participate. Four students completed a 4-week experiential training program and, at the end of the program, participated in an individual qualitative interview for researchers to understand their experiences. Findings/Conclusions: Data were analyzed through a qualitative-descriptive approach. The main theme, experiential learning, branched into two subthemes: (a) professional development and (b) program implementation and future program directions. Students’ experiential learning influenced their personal and programmatic views of prevention training. Implications: The benefits of experiential learning in prevention will enhance students’ education and future employment experiences. Future studies should improve upon training delivery and examine the acceptability of this method of delivery in the rural population.

A meta-Analysis of Health Care Employees Experience with Covid-19 in Africa

The objective of this review was to present evidence gathered from research studies across African countries on Health Care Employees experiences with COVID-19 pandemic focusing mainly from Human Resource perspective. A scoping review method was used to search materials from Google Scholar, PubMed, Thematic scholar, Web of Science, Cochrane Library, and Science Direct. Data on HCEs was collected from 12 countries from Africa. Out of 93 articles retrieved from search, screening left 19 for final analysis. Findings indicate that there were poor leadership on COVID-19 management in many health care facilities across Africa. There was shortage of HCEs in various COVID-19 treatment centers, increased workload and other HCEs had to go to work while ill. In some countries HCE experienced lack of training on COVID-19 management, poor staff welfare such as food and resting space, and majority of them were poorly paid. It was also reported that HCEs experienced disconnection from family members and others were exposed to physical and psychological work place violence. Governments in Africa should ensure that there is a proper leadership in managements of health facilities that will oversee adoption and implementation of human resource practices that enables HCE to properly fight against outbreaks of pandemics like COVID-19. The current review provided evidence that human resource practices as experienced by HCEs during the outbreak of COVID-19 pandemic in Africa had negative effect on their physical and mental well-being.

A Enhanced Process for Examining Resumes and Organizing Candidates Through Statistical Methods

Selecting suitable applicants is an important part of the screening process in a recruitment consulting firm. In general, traditional recruiting practices are used by the majority of businesses and consulting organizations. The primary strategy is employing resume-based screening techniques to attract exceptionally skilled researchers and developers for high-tech enterprises. Typically, the organization evaluates the individual's qualifications, professional history, employment experience, motivations, specialist abilities, and past creative projects as shown in their résumé in order to select the most suited candidate. The study sought to examine and mechanize efficient screening techniques utilized by consulting firms, emphasizing the need of ongoing research in comprehending evolving customer requirements and enhancing the screening process. Various techniques typically employ automated image analysis and heuristic methods to extract tabular bioinformatics data from resumes, with the aim of gathering pertinent information. This research employs optical character recognition (OCR) as it circumvents the inherent automotive engineering of the document and has been demonstrated to be a viable approach. Resumes in PDF format were gathered via convenience sampling and systematic random sampling, and data was then extracted from the resume documents by OCR. The pertinent data is subsequently analyzed using statistical techniques such as the Chi-square test, percentage studies, and the weighted average approach based on factors such as experience, technical/non-technical skills, employability, career advancement, salary expectations, and role/designation expectations. The proposed approach empowered the selection of the appropriate resumes for the subsequent recruitment progression.. sections. Such references are made by indicating the section number, for example, “In Sec. 2 we showed...” or “Section 2.1 contained a description....” If the word Section, Reference, Equation, or Figure starts a sentence, it is spelled out. When occurring in the middle of a sentence, these words are abbreviated Sec., Ref., Eq., and Fig. At the first occurrence of an acronym, spell it out followed by the acronym in parentheses, e.g., charge-coupled diode (CCD). Key Words: Resume screening process; Optical character recognition; Recruitment; Chi-square test, subsequently analyzed pertinent data; efficient screening technique; appropriate resume; PDF;

The double disadvantage faced by adolescents from low socioeconomic backgrounds with mental health problems affects earnings up to mid-life

Early childhood socioeconomic disadvantage and mental health problems are both important determinants of adult social and economic experiences, but little is known about how they interact in this respect. We aimed to assess whether poor mental health in adolescence exacerbates labour market inequalities originating from low socioeconomic status (SES) in childhood. We use a birth cohort of individuals born in 1958 in England and follow their employment experiences and cumulative earnings up to age 55. We proxy low SES in childhood with father's occupational class at the time the respondent was aged 11, and use caregiver (usually, parent) ratings of the Rutter inventory at age 16 to identify mental health problems in adolescence. We fit ordinary least squares (OLS) models to estimate the effect of growing up in a low-SES family and experiencing mental health problems (conduct or emotional problems) in adolescence on cumulative earnings (log-transformed). We use an interaction term to test whether the association between mental health problems (conduct and emotional separately) and earnings differed by socioeconomic group. Individuals who experienced conduct problems in adolescence had lower cumulative earnings and employment levels up to age of 55. Moreover, the association between mental health problems and cumulative earnings was higher among individuals who also experienced low SES in childhood. Families from a higher socioeconomic group may have more effective means to counteract the adverse impacts of adolescent mental health problems, likely due to broader access to resources, support systems and opportunities. This underscores the role of structural supports in addressing socioeconomic inequalities in mental health outcomes and their long-terms implications.

The Experiences and Views of Employees on Hybrid Ways of Working

The contemporary post-COVID-19 corporate environment of instant response and hybrid work settings motivates employees to learn to adjust their expectations. This new corporate working model incorporates flex locations and flex schedules by working at home 1–2 days per week and staying connected for non-urgent requests, even outside business hours. This work setting empowers employees to prioritize work accordingly and to accommodate the fluid schedules of their coworkers. As a result, this new hybrid workplace requires leaders and their teams to face new challenges in terms of communication, coordination, and team connection to remain effective. This research examines the experiences of employees in an SME that applied a hybrid work policy following the post-pandemic crisis, bringing additional complexity to their modern work system. This study investigates employees’ views on the changing work environment as important evidence for HR management to incorporate into future organizational practices. To understand the various principles at play and provide more granular results, this paper includes a business case study (N = 25) where semi-structured interviews were used to identify the views and concerns of employees regarding hybrid work settings. The scope of this case study was to collect empirical data regarding this new agile way of working while understanding participant thinking. The findings suggest that while there are clear benefits in terms of efficiency and flexibility in hybrid work settings, there are also challenges related to social interactions and non-verbal clues. This study enhances conceptual and empirical understanding and supports contemporary research on the future of work.

Role of workforce analytics in fulfillment experience of employees through work volition

Purpose Labor process theory explains that employers prefer technology and systems over employees for efficiency gains. However, the mechanisms explaining the influence of technology and systems on different work-related employee outcomes are still a question mark. The purpose of this study is to test a mediation mechanism explaining how workforce analytics influence the work fulfillment experience of employees through work volition. Design/methodology/approach This study collected dyadic data from 55 HR managers and 350 employees serving in 55 different subsidiaries of Multinational Corporations in Pakistan. Findings The statistical results demonstrate that workforce analytics negatively affect fulfillment at work. However, work volition may reduce the negative relationship between workforce analytics and fulfillment at work. This study also found a significant but negative relationship between work volition and fulfillment at work. Originality/value This study found that integrating the use of workforce analytics with the work volition of employees is critical for positive employee outcomes.

How Motivations Inform the Experiences of French and American Child Welfare Employees in a Fractured Foster Care System

Both the French and American child welfare systems struggle with employee turnover. To address this issue, more research is needed on child welfare employees’ motivations to start and continue working in the child welfare system, as well as the factors that cause them to leave the field. This qualitative study examined the following research question: What are the differences and/or similarities between child welfare employee motivations in France and the United States? The research design analyzed twelve American child welfare employee interviews through thematic and open qualitative coding methods and twelve French videos about child welfare employees’ career motivations and experiences, through a content analysis. The findings for this study are that French and American child welfare employees express similar motivations for beginning and continuing to work in the child welfare system, such as building relationships with children and families. However, their inhibitors to motivation vary, based on the cultural and structural contexts of their respective child welfare systems. Understanding child welfare employees’ motivations in both countries will offer human resource policy implications to guide employers in retaining and supporting high-quality employees.

Seeing the Forest for the Trees: The role of Growth-Oriented Leadership in Shaping Public Servants’ Work Experiences in the Post-NPM Environment

In recent years, growth-oriented leadership (GOL) has come to the fore as a salient predictor of positive employee outcomes in public sector contexts. This empirical paper examines the role of GOL in shaping perceptions of quantitative demands as a product of an evolved New Public Management (NPM) context and the subsequent impact on stress and well-being for 419 local government employees working in Western Australia. While latent in previous GOL-oriented studies, this paper is the first to explore the intersection of GOL and quantitative demands, noting that the former has an established positive effect on employee wellbeing, and the opposite case for the latter. Drawing on the challenge-hindrance framework, this article argues that GOL helps to shape employees’ primary appraisals of demands as challenges, rather than hindrances, in the post-NPM environment. The results indicate strong, direct negative relationships linking GOL with quantitative demands and stress, and a strong positive relationship between GOL and well-being. This study establishes GOL as a relevant capability for public leaders in supporting employees to deal effectively with public service demands and subsequently grow. Understanding how leadership capability, and particularly GOL, can shape the employee experience is important in ensuring the effective delivery of public services.

"This has reinvigorated me": perceived impacts of an innovation training program on employee experience and innovation support.

Innovation is widely desired within healthcare organizations, yet the efficacy of programs aimed at fostering it remain largely unassessed, with little consideration given to their effects on employee experience. The Veterans Health Administration (VA) innovators network (iNET) was established to provide organizational support to improve and reimagine patient care and processes across the VA. We evaluated participant perspectives on how iNET impacted workplace experience and fostered innovation. Semi-structured interviews were conducted using purposive sampling to maximize diversity for program roles and site characteristics, reviewed using a rapid matrixed approach, then analyzed using a hybrid inductive/deductive approach that applied a theoretical framework of innovation supportive domains. 21 project investees, 16 innovation specialists and 13 leadership champions participated from 15 sites nationally. Most participants reported strongly positive impacts including feeling re-energized, appreciating new experiences and expanded opportunities for connecting with others, sense of renewed purpose, better relationships with leadership and personal recognition. Negative experiences included time constraints and logistical challenges. Participants' experiences mapped frequently onto theorized domains of supporting a curious culture, creating idea pathways and porous boundaries, fostering/supporting catalytic leadership and supporting (role) diverse teams. The program's delivery of ready resources was critically supportive though at times frustrating. Participants' experiences support the conclusion that iNET fosters innovation and positively impacts participating employees. In the post-pandemic context of unprecedented challenges of healthcare worker burnout and stress, effective innovation training programs should be considered as a tool to improve worker experience and retention as well as patient care.

AI service robots in a 4-star hotel: enhancing guest and employee experiences

ABSTRACT: Artificial intelligence (AI) has recently become a vital technology affecting several sectors, including hospitality. The expanding use of AI robots in functions previously performed by humans raises important issues — which are currently unknown — regarding how AI robotics may affect personnel and guests. This study examined guests’ and staff’s experiences with service robots in a 4-star southern Dutch hotel. The report offers the hospitality industry AI robot implementation advice. In-depth staff interviews and 4-star hotel guest surveys were completed. Data from customers and staff showed a need for service robots at the front office. This demand highlights the need for service robots at the front desk to serve leisure and business clients and to aid staff. However, both quantitative and qualitative studies imply that a tangible human welcome is still necessary, especially for leisure tourists. This study found that customers and personnel at the front office want service robots, with leisure and business guests preferring something different. These demographics perceive human connections as essential for a good visitor experience, emphasising the complexities of AI in hospitality.

Inclusion o'clock—Time embodiment in the experiences of disabled employees

Inclusion o'clock—Time embodiment in the experiences of disabled employees

CSR and Employee Engagement: How Social Responsibility Initiatives Affect Workforce Motivation

In recent years, Corporate Social Responsibility (CSR) has evolved from a peripheral concern to a central element of business strategy, particularly in developing economies like India. This shift underscores the growing importance of integrating social responsibility into corporate operations, not merely as an ethical obligation but as a strategic imperative that can influence employee behaviour and organizational performance. This research paper investigates the intricate relationship between CSR initiatives and employee engagement, with a focus on how these initiatives can enhance workforce motivation in the Indian context. Utilizing a multi-method approach that combines qualitative analysis, case studies, and a comprehensive literature review, this study explores the mechanisms through which CSR impacts employee engagement. It emphasizes the significance of aligning CSR efforts with the values and expectations of employees, thereby fostering a sense of belonging, pride, and purpose in their work. The findings reveal a positive correlation between well-implemented CSR initiatives and increased levels of employee motivation, job satisfaction, and organizational loyalty. Additionally, the research identifies specific types of CSR activities—such as environmental sustainability programs, community engagement, and ethical labour practices—that have proven particularly effective in enhancing employee morale. By presenting real-world examples from leading Indian companies, this paper offers actionable insights for organizations looking to leverage CSR as a tool for improving employee engagement and overall performance. Ultimately, this research aims to contribute to the ongoing discourse on the role of CSR in shaping employee experiences and organizational outcomes, providing a framework for companies to develop effective CSR strategies that not only benefit society but also cultivate a motivated and engaged workforce.

The dharma of work: Cracking the code to social sustainability puzzle for the future of human resources

AbstractThe growing awareness of social sustainability and employee experiences has gained significant global organizational attention toward socially sustainable issues, mainly due to the sudden surge in resignations, strikes, elevated job stress, and depression in the Indian manufacturing sector. Despite organizational efforts to address these challenges, a notable gap persists in understanding the influence of socially sustainable strategies on employee well‐being and organizational sustainability. Hence, this research aims to fill that void by identifying and ranking strategies for achieving sustainable development from a holistic angle. The triangulation method is employed in this study as a validation strategy, reinforcing the credibility of the findings. This study utilizes a hybrid approach that integrates the Fuzzy Delphi Method (FDM) and the Fuzzy Analytic Hierarchy Process (FAHP) to enhance accuracy and dependability in identifying and prioritizing critical social strategies. A literature review and FDM are used to create initial strategies, which are subsequently prioritized through the FAHP method to determine their relative significance. Eight strategies aligned with sustainable development goals are identified, with “improving employee well‐being” deemed most crucial, followed by “improving diversity, equity, and inclusion” and “equipping leaders with empathy.” The study illustrates how these social practices advance the development of sustainable business models by improving organizational culture, fostering future competencies, and promoting human‐centered leadership. This study offers managerial insights for managers striving to align organizational objectives with global sustainability aims. Organizations may leverage the identified factors for strategic planning to establish a resilient foundation capable of enduring the challenges of a dynamic market environment.

The occupational therapy process in workplace wellness: A qualitative study of client experience.

Occupational therapy presently has a limited presence within the workplace wellness industry and the profession's contribution within this area of practice is not fully understood. Occupational therapy's holistic, occupation-based, and client-centered approach has the potential to provide a valuable contribution to the field of workplace wellness. To explore the experience of organizational employees participating in a workplace wellness program centered in the occupational therapy domain and process. Six occupational therapy workplace wellness program participants completed in-depth semi-structured interviews one month after program completion followed by deductive thematic analysis of transcripts. Three themes emerged (sustainable change across context, process matters, and therapeutic relationship supporting wellness), along with subthemes, describing the participant experience. The structured and individualized process of occupational therapy delivered within a workplace wellness program was appreciated by participants as a means of addressing workplace wellness and providing sustainable wellness results.

Characteristics and Experiences of Employees who Gamble at Work

Given that little is currently known about gambling in the workplace, we conducted a mixed-methods study to describe the characteristics and experiences of people who gamble at work. We administered a Canada-wide online survey (n = 2,000) of adults who 1) gamble, 2) are currently employed full-time, and 3) have internet access at work. A descriptive analysis of quantitative survey data showed that individuals who gamble at work had lower job satisfaction and higher rates of problem gambling compared to those who do not. Among those who gamble at work, we quantitatively described the types of gambling, the consequences experienced, and the motivations for gambling. Qualitative interviews were conducted with 18 individuals who met the criteria for problem gambling and who gamble at work. Data were integrated to provide a richer description of the experiences of those who gamble at work, including their motivations, the role of work–life satisfaction, and the dynamic influence of work as a social context. Motivations for workplace gambling included excitement, social connection, avoidance, and coping with stress or emotions. The results highlight the importance of understanding the varied motivations of individuals who gamble at work, and the role of work experiences in shaping meaning regarding gambling behaviours.