Employment Experiences Research Articles

Exploring the unconventional: health professionals' experiences into medication-free treatment for patients with severe mental illness.

In January 2017, the Norwegian government mandated the establishment of an inpatient unit for "medication-free treatment" for patients with severe mental illness at the University Hospital of North Norway in Tromsø. This study aims to explore the employees' experiences with this unit. Focus group interviews were conducted October 2021 - February 2022. For analysis, the participants were divided into three groups; S (staff working at the medication-free unit), M (people involved in management at the unit) and T (therapists working elsewhere in the hospital). The analysis followed the Systematic Text Condensation and interviews were recorded, transcribed and analysed using NVivo software. Health professionals described their experiences with medication-free treatment through five main concepts: 1) Employees' motivation; 2) Frames; 3) Network; 4) Relations; and 5) Patients' motivation. Staff and management expressed strong motivation for an alternative to "treatment as usual," focusing more on recovery and relationships than on the absence of medication. Therapists from other hospital areas highlighted resource allocation concerns and expressed a desire to learn from the unit. Challenges were acknowledged by all groups. The term "medication-free treatment'' might be misleadning. While patiens at the unit can use medications, there is a strong emphasis on patient autonomy and the option to taper off medication and live a life without them. The study adds valuable knowledge about the the experiences of employees working at a medication-free unit, and provides insights into the complexity of treating severe mental illness, both with and without medication. It highlights the importance of sufficient time, stability and resources to focus on each patient's strengths and challenges. All employees agree that tailored measures in long-term treatment and a clear focus on recovery should be integral, even without an emphasis on "medication-free treatment".

Exploring Employee Experience: Millennial Human Resources Practitioners in the IT Sector

The labour market is going through a disruptive phase, characterised by changes in expectations about work. On the one hand, younger generations of employees value aspects such as purpose, personal development, and work-life balance, making these elements crucial to a positive experience at work. On the other hand, organisations recognise that employee satisfaction and well-being influence organisational success. Thus, the main objective of this study is to understand the employee experience of millennial human resources in the information technologies (IT) sector. As specific objectives, we intend to understand which (i) factors they consider influencing their personal and professional experience within organizations; (ii) organizational practices associated with the promotion of positive employee experience; (iii) organizational strategies adopted to promote a positive employee experience and, (iv) challenges linked with positive employee experience management. A qualitative research methodology was used to collect data, using a semi-structured interview with a group of 10 millennial human resources professionals joining the IT sector to answer the research question how is the experience of millennial human resources in the IT sector? The interviews were verbatim transcribed, and data were analysed according to thematic analysis procedures. Our findings show that human resources professionals belonging to the millennial generation express a greater interest in being part of organizations that offer a compensation and benefits system aligned with their performance, in addition to ensuring an effective work-life balance. Furthermore, they emphasize the influence of organizational behaviour on their job satisfaction, indicating that employee experience tends to be positive when the organization promotes a collaborative culture, fostering a work environment conducive to the development of strong interpersonal relationships, the creation of cohesive and dynamic teams, and a clear alignment between individual and organizational goals. Overall, the interviewees demonstrate satisfaction with their current employee experience, acknowledging that it meets their needs and interests comprehensively. Some conclusions for Human Resources Management are provided in the last part of the paper.

Employee experience, well-being and turnover intentions in the workplace

Employee experience, well-being and turnover intentions in the workplace

From Campus to Career

Students undertaking professional degrees are often expected to step into the workplace fully formed, with unrealistic expectations around their experience and capabilities. Universities, facing an increasingly competitive market in a neoliberal context, are focused the student experience, attraction and retention metrics, as students demand return on their investment of money and time. Alongside this, criticism of work readiness and employability comes from graduates and the industries that need them. It is in this space that technology and innovation can offer simple, albeit disruptive ways of increasing the possibility of connecting tertiary students with industry partners to facilitate authentic learning. Early workplace experience, undertaken while still studying, provides both students and employers an opportunity to understand their respective needs within a temporary low risk and low stakes environment. A platform for connecting students with industry for paid employment experiences that sit outside the ubiquitous and often unpaid internships and practicums, offers authentic ways of preparing graduates for the workforce. It also has the potential to improve the way industry connects with the university enabling a richer experience for all; students, universities and industry partners.

Working from Home During and After COVID-19: A Narrative Review of Its Multifaceted Impacts

The COVID-19 pandemic accelerated the global adoption of working from home (WFH), fundamentally altering organizational practices and employee experiences. This narrative review synthesizes current research on the multifaceted impacts of WFH during and after the pandemic, focusing on job satisfaction, productivity, work-family balance, collaboration, innovation, and motivation. A comprehensive literature search was conducted across multiple academic databases, encompassing studies from January 2020 to July 2024 and covering diverse industries and employee demographics. Findings indicate that WFH offers numerous benefits, including increased flexibility, autonomy, and potential productivity gains. However, challenges persist, such as reduced social interaction, blurred work-life boundaries, and potential declines in collaboration and innovation. The effectiveness of WFH is influenced by factors like individual circumstances, job characteristics, technological infrastructure, and organizational support. Hybrid work models are emerging as potential solutions, balancing the advantages of remote work with the need for in-person collaboration. This review highlights the complexities of WFH and underscores the necessity for organizations to develop flexible, inclusive policies that address both employee preferences and operational needs. Further research is recommended to explore long-term impacts and best practices for integrating WFH into sustainable organizational strategies.

Not All of Me Is Welcome Here: The Experiences of Trans and Gender Expansive Employees of Color in the U.S.

Not All of Me Is Welcome Here: The Experiences of Trans and Gender Expansive Employees of Color in the U.S.

Job satisfaction and turnover: The role of creativity, engagement, and decent work amongst employees

Orientation: The South African public service faces the challenge of a high labour turnover among its employees. There is a need for strategies to not only keep employees happy at work but also to retain them.Research purpose: The study investigates the determinants of job satisfaction and turnover intention accounting for the role of employee creativity, engagement and decent work.Motivation for the study: There is a need for strategies to not only retain employees within the public service but also to ensure the employees are satisfied with their jobs.Research approach/design and method: A cross-sectional survey was conducted with a convenience sample of 304 employees working within the South African public service in the Eastern Cape province of South Africa. The Statistical Package for the Social Sciences (SPSS) (version 25) and the Linear Structural Relations (LISREL) software packages were used to analyse data.Main findings: It was established that higher ratings of decent work experience relate positively to employee ratings of engagement in the work and that they also influenced outcomes such as job satisfaction and employee turnover intentions.Practical/managerial implications: The findings are a useful precursor in improving not just the work experience for employees but also work related outcomes such as job satisfaction and turnover intention.Contribution/value-add: The study findings give practical interventions to address the challenge of high turnover and the dearth of job satisfaction among public service employees.

Impact of Teleworking Practices on Presenteeism: Insights from a Cross-Sectional Study of Japanese Teleworkers During COVID-19

Few studies have examined the relationship between teleworking practices and presenteeism. This study determined the association between teleworking practices and presenteeism among teleworkers in Japan. A cross-sectional online survey was administered to 2687 teleworkers from five companies in Japan, collecting data on demographic variables, teleworking practices, frequency and duration of teleworking, presenteeism, and various lifestyle- and health-related factors. A logistic regression analysis was performed. Teleworkers with full-time employment and less teleworking experience exhibited higher presenteeism rates. Key practices negatively associated with presenteeism included creating a dedicated workspace, chatting with colleagues, and setting daily work goals. Gender differences were significant: for men, additional practices, such as determining their work hours, were beneficial; while for women, chatting with colleagues was particularly important. A sensitivity analysis indicated that specific teleworking practices can mitigate presenteeism. Certain teleworking practices, such as creating a workspace, chatting with colleagues, and setting work goals, were associated with lower presenteeism among teleworkers. These findings highlight the need for organizations to support telework ergonomics, promote social interaction, and encourage goal setting to enhance teleworker productivity and health. Training for employees and supervisors to raise awareness of their own and their subordinates’ health while teleworking is advised.

The Public Service Digitalization in the Philippines Towards a National Program to Capacitate Digital Frontliners

The rapid advancement of technology has driven a global transformation in public service delivery. In the Philippines, efforts to digitalize public services are crucial for inclusive development and efficient governance. This study, titled "The Public Service Digitalization in the Philippines Towards a National Program to Capacitate Digital Frontliners," examines this transformation through the experiences of government employees, known as digital frontliners. These individuals are key to implementing and managing digital technologies across public sectors.Using a mixed-method research design, the study integrates descriptive, correlative-comparative, and phenomenological approaches to gather quantitative and qualitative data. A total of 400 digital frontliners participated in a survey, while 10 key informants were interviewed. This approach provides a comprehensive analysis of the digitalization process, focusing on demographic profiles, challenges, job satisfaction, and service effectiveness.The theoretical framework includes the Theory of Digital Government Transformation, the Unified Theory of Acceptance and Use of Technology (UTAUT), and Capacity Building and Development Theory. These frameworks help understand the dynamics of public service digitalization, technology acceptance, and the importance of capacity building.Key findings reveal a diverse workforce among digital frontliners, significant challenges such as infrastructure limitations and digital literacy disparities, and varying levels of job satisfaction. The research underscores the need for robust digital infrastructure, tailored training programs, and streamlined administrative processes. It also highlights the importance of public-private collaboration.The study proposes a national program to enhance the capabilities of digital frontliners through continuous professional development and innovation support. This program aims to improve digital public services, making them more efficient, transparent, and accessible. The findings provide a foundation for evidence-based policymaking and strategic planning, contributing to the Philippines' digital transformation and inclusive growth.

Artificial intelligence for internal communication: Strategies, challenges, and implications

This qualitative study explores the intersection of artificial intelligence (AI) and internal communication, investigating AI applications, challenges, and best practices. In-depth interviews with 20 senior communication professionals examined perceptions of AI’s impact on internal communication processes and outcomes. Key findings indicate AI improves internal communication efficiency, information flow, listening capability, and employee experience. However, challenges include lack of AI knowledge among employees, fears about job security andbias, and concerns about authenticity loss. To enable effective AI adoption for internal communication, organizations need education and training, a “co-piloting” approach between humans and machines, transparent communication, ethical governance, and an open culture of experimentation. This research makes important theoretical contributions by illuminating AI’s transformative potential for internal communication. It also offers practical insights to guide organizations in strategically leveraging AI to elevate internal communication.

Employee experience: a systematic review

Introducción: La creciente atención que prestan los empleados a la satisfacción laboral y personal ha suscitado un interés cada vez mayor por la Experiencia del Empleado (EX). Este artículo pretende ofrecer una visión general de los conocimientos y la estructura intelectual del campo científico de la EX. Metodología: Se realizó una revisión sistemática de 97 artículos publicados en revistas indexadas en SCOPUS para evaluar los temas principales y el desarrollo de la literatura EX. Resultados: Los resultados revelan que EX es un área de investigación reciente y en expansión vinculada a cinco temas principales: salud y seguridad en el trabajo, bienestar, compromiso, gestión de recursos humanos (GRH) y cultura organizativa. Se identifican y analizan cuatro líneas principales de investigación dentro de EX. Discusión: La investigación sobre la EX se encuentra aún en sus primeras fases, por lo que son necesarios más estudios para explorar a fondo sus componentes clave. Esta revisión pone de relieve las áreas críticas y propone futuras líneas de investigación. Conclusiones: Este estudio viene a colmar una laguna en la comprensión del estado de la cuestión de las EX y ofrece ideas que pueden ayudar a investigadores y profesionales a centrarse en las áreas más relevantes y de mayor impacto de las EX.

Life After High School: The Employment Experiences of Autistic Young Adults

The present study examined the employment landscape for 129 autistic young adults. Data were collected over multiple waves including high school and early adulthood. Parents participated in interviews and responded to questions regarding young adult employment outcomes, on-the-job supports, job match, and overall job satisfaction. The predictive relationship between in-school variables and employment outcomes was examined. Findings indicate over 50% of the sample had at least one job working independently in the community for pay. Parents reported the need for both formal and informal support to both obtain and sustain employment. Over half of the parents reported that the young adult’s job was aligned with their interests/strengths and that the young adult was satisfied. Predictive analyses indicated a relationship between work-based learning experiences in high school and general education involvement during high school and later paid employment in adulthood. Future research, limitations, and implications for practice are discussed.

It Matters How You Got There and Who Else Is Doing It: Examining the Effects of Two Social‐Contextual Characteristics of Working From Home

ABSTRACTDrawing on self‐determination theory, this study advances our understanding of employees' experiences working from home (WFH). Specifically, we examine the effects of two social‐contextual characteristics of WFH arrangements: whether employees voluntarily initiate their arrangement (WFH initiation) and the proportion of WFH employees in a unit (WFH density). We conducted multilevel analyses on a multisource dataset drawn from organizational HR records and two surveys of 2115 WFH employees in a Fortune 500 organization. Employees who voluntarily initiated WFH, rather than at their employer's direction, experienced higher job autonomy and lower isolation. WFH employees in units with a lower proportion of other WFH employees experienced higher job autonomy. WFH initiation and WFH density also had effects on several distal employee outcomes, including job satisfaction, organizational knowledge, and turnover intentions, through their effects on job autonomy and isolation. Our findings provide valuable insight into the experiences of WFH employees and call attention to two important, yet understudied, factors that shape these experiences.

Cooperation or Collaboration: Which Really Drives the Employee Experience?

Abstract: This article explores the key differences between cooperation and collaboration and their relative impacts on employee experience in today's workplace. Through a review of relevant academic literature and examples from management consulting experiences, cooperation is defined as the coordination of individual efforts without shared ownership, most effective for routine tasks. Collaboration is characterized as a collective process requiring interdependent work, shared goals and outcomes, and trust—critical for complex problem-solving. The article argues that true collaboration cultivates more meaningful work, autonomy, social support, continuous learning and organizational commitment among employees. It maintains fostering collaborative ways of working through intentional cultural changes can unlock higher engagement, performance, innovation and retention compared to relying solely on cooperation. Practical recommendations are provided for organizations seeking to embed collaboration as a core value and operating practice.

Like a fire brigade, but without pay - Experiences of temporary employment among workers in Swedish elder care

This study investigates experiences of temporary work among care personnel in elder care. Semi-structured interviews were performed with fifteen temporarily employed care personnel in municipal nursing homes or home care and analysed using phenomenography. The informants’ experiences of having temporary employment were characterised by either a sense of flexibility or, more commonly, uncertainty, lack of control over life, time and economic situation, as well as difficulties associated with always being available. The informants’ experiences of working as temporary employees were characterised by the enjoyment of work and job satisfaction, differing experiences regarding the division of work and communication, but also being in an exposed position. The results reflect an experience of being in a vulnerable position. Taking these results into consideration in developing interventions to enhance the working conditions for temporarily employed might as a secondary result decrease the turnover and increase the continuity of the care for the elder.

Diagnosing leadership – construction and validation of the leadership impact inventory

PurposeThe purpose is to examine the connection between leadership and its proximal and distal outcomes on employee, team and organization-level outcomes. As a more practical endeavor, a leadership measurement is constructed and validated.Design/methodology/approachThe study takes a quantitative approach, statistically analyzing 301 online survey responses to a survey of leader attributes and their organizational impacts.FindingsThis study shows that the impact of leadership is associated more with actionable behaviors than personality traits. More specifically, leader success leans on leader dependability, management mode, emotive skills and coaching style, which relate to organizational outcomes. Additionally, preventative conflict management belongs to immediate supervisory foci, whereas already escalated conflicts ought to be outsourced to e.g. HR. Further, the findings verify that management is even more about communication than previously understood. Interestingly, employee satisfaction does not predict willingness to stay and is therefore irrelevant as a predictor of employee retention. This verifies the role of satisfaction as a proximal outcome and a post-goal state. Finally, the role of psychological safety is incoherent and equivocal in relation to organizational outcomes.Practical implicationsAs a practical ramification, we devise an instrument, the Leadership Impact Inventory, for (1) diagnosing the quality and effect of organizational leadership in an easy-to-adopt, cost-effective and quick manner and (2) analyzing the influence of various leadership dimensions on satisfaction and goals on individual, team and organizational levels.Originality/valueThis study expands the earlier body of research on leader influence to factors promoting not only proximal outcomes that are typically post-goal states but also distal outcomes. Further, it examines outcomes on all organizational levels, as an extension to prior studies which are typically limited to the entire organization. Finally, the study does not explore leadership as a force or process separate from culture but rather appreciates their synergy through the inclusion of cultural features. This is achieved by monitoring leader success with such subjective aspects describing employee experience and organizational culture that are associated with follower performance.

Comparative analysis of newly graduated nurse support through periods of turmoil: lessons learnt for building a future workforce for uncertain times

AimTo compare newly graduated nurse retention and employment experiences across two distinct graduate nurse programs through periods of health care delivery stability and instability.BackgroundA global nursing workforce shortage, coupled with increasing demands on health services, requires a specific focus on building capability and improved retention of nurses. The graduate nurse cohort is a critical supply source that potentially can be harnessed if their needs are better understood.DesignA longitudinal (2015–2023) cross-sectional design was used to examine retention and experiences of newly graduated nurses from two (‘traditional, unit-based’ versus ‘mobile’) supported programs.MethodsRetention rates were obtained through analysis of employment databases. Descriptive data on impressions and experiences was collected at two time points via a short series of questions contained in a survey, from graduate nurses who remained in employment.ResultsRetention rates for graduate nurses were high (85%) during periods of stability, but even higher for the ‘mobile’ graduate nurse program. Both programs were adversely affected by instability however, the impact was substantial (around 50%) for the peak period of instability (2020) in the ‘mobile’ program. Survey data indicated that during the period of instability graduate nurses in traditional, unit-based programs had a more positive experience when compared with graduate nurses participating in the ‘mobile’ program; This contrasts with the period of stability, where graduate nurses in the ‘mobile’ program indicated more positive responses.DiscussionFindings re-emphasise the importance of supportive structures for newly graduated nurses as effective in retaining these staff. However, for the first time, evidence is provided that ‘mobility’, diversity, and difference can be viewed positively by graduate nurses. Furthermore, it provides improved understanding about mechanisms, support and boundaries, all interrelating factors, in ‘stretching’ capacity of graduate nurses.ConclusionLongitudinal analysis of graduate nurses, participating in two diverse programs, through periods of stability and instability offers insights into their challenges and outcomes. These insights can directly inform targeted strategies for inclusion in supported programs that lead to improved graduate nurse retention and contribute to building an agile nursing workforce.

Enhancing training transfer among stroke specialist nurses: Insights from latent profile analysis

AimUsing Latent Profile Analysis (LPA) to identify distinct categories within stroke specialist nurses training transfer and to explore the factors influencing these categories. BackgroundStroke represents a significant worldwide health challenge. During the treatment and rehabilitation of stroke, stroke specialist nurses play an essential role. However, despite significant resources devoted in the training of stroke specialist nurses, the effectiveness of training transfer is still at a moderate or low level. Therefore, there is an urgent need to identify the factors affecting the training transfer of stroke specialist nurses and to formulate effective strategies for improvement based on these findings. DesignThis is a cross-sectional study. MethodFrom August to September 2023, demographic questionnaires, stroke specialist nurses training transfer scales, nursing work environment scales, and job crafting questionnaire were used to survey 413 stroke specialist nurses in 5 tertiary hospitals in Henan Province, China. LPA was used to analyze the latent characteristics of nurse training transfer and to explore the predictive factors of different categories using univariate analysis and logistic regression. ResultsA total of 397 stroke specialist nurses were included, identifying three categories of training transfer: "low training transfer group" (20.40 %), "medium training transfer group" (31.74 %), and "high training transfer group" (47.86 %). Work experience, employment type, training duration, nursing work environment, and job crafting significantly influence the training transfer categories. ConclusionThe majority of stroke specialist nurses fall into medium and low training transfer group. Contract employment and less work experience are the main reasons for medium and low levels of training transfer. Enhancing work experience, designing effective training courses, ensuring equal pay, improving the nursing environment, and implementing job crafting strategies could effectively improve training transfer for various types of stroke specialist nurses.

Analisis Sistem Terhadap Penilaian Kinerja Karyawan pada PT. Flypower

This research aims to analyze the effectiveness of the employee performance appraisal system at PT. Flypower, a company engaged in the production of badminton equipment since 2002 employee performance appraisal is an important component in human resource management, which involves evaluating employee contributions to achieving company goals through assessing achievements identifying strengths and weaknesses and providing feedback. This research uses a descriptive qualitative approach method. This method is used to describe phenomena related to human resource management and to understand the meaning contained in employee experiences related to the assessment system implemented data was collected through in-depth interviews participatory observation, and analysis of relevant documents, as many as 20 employees were involved as respondents to get a comprehensive perspective on the existing assessment system. The research results show that the performance appraisal system at PT. Flypower has experienced a development from a simple assessment method to a more structured system based on document analysis, in line with the implementation of the ISO 9001 standard. Transparency and regular feedback contribute positively to employee motivation. However, there are several weaknesses, such as a lack of clarity in the assessment criteria which can hinder employee understanding. This research recommends improvements in the communication of assessment criteria and the provision of understanding resources to support achievement of performance targets.

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.