Employment Experiences Research Articles

Employee experience and well-being at work – from theoretical considerations to practical investigations

BackgroundThe aim of the article is to show the main approaches in defining employee well-being (EWB) and employee experience (EX), their antecedents and effects within organizations and the relations between these two phenomena. The second objective is to explore human resources (HR) practitioners’ knowledge of how to distinguish between the two phenomena and their approach to taking responsibility for implementing and investing in EWB and EX initiatives in organizations.Participants and procedureResearch procedure leveraged computer-assisted web interview technique, where respondents filled out online version of the questionnaire, distributed through the LinkedIn platform. A total of 41 HR experts completed the questionnaire. Respond-ents represented large companies, mainly managers with more than 10 years of experience.ResultsThere are significant differences between EX and EWB in the literature; however, the boundaries are blurred, especially in the context of their relations with personal and organizational outcomes resulting from increasing or maintaining the two con-cepts. Practitioners acknowledge the differences between the two constructs, yet the initiatives they deliver address the same goals without considering distinctions. Responsibility for managing and implementing interventions related to EWB and EX is mainly held by one subject – the HR department. Finally, no matter the approach to EX or EWB, most of the in-vestments are focused on vocational skill development, physical health and comfortable working conditions.ConclusionsDespite differences in the scientific literature, EWB and EX interpermeate conceptually and influence each other in the organ-izational environment. This leads to actions that are focused equally on both phenomena without regard to their impact on people and organizations. An in-depth investigation of the mechanisms responsible for creating and maintaining EWB and EX allows to understand the mutual penetrability.

"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.

Learning from employer experiences with paid leave policy expansions during the COVID-19 pandemic.

The United States does not have a federal policy offering employees paid leave. We study employer attitudes toward the Families First Coronavirus Response Act (FFCRA) federal emergency paid leave policies temporarily adopted during the COVID-19 pandemic to draw lessons for proposed permanent federal paid leave policies. We analyzed a 2021 survey of 300 San Francisco Bay Area employers to examine employers' experiences with paid sick leave (PSL) and paid family leave (PFL) policies during the COVID-19 pandemic, along with their attitudes regarding FFCRA paid leave. Most firms reported that it was not difficult to comply with or seek reimbursement for FFCRA leave. Nevertheless, most smaller firms did report difficulty in understanding policy details, and many reported being unaware of FFCRA paid leave availability. FFCRA paid leave was broadly popular among firms aware of it: 64% supported (9% opposed) the PSL provisions, and 52% supported (12% opposed) PFL. However, support for permanent extension dropped to just over 40%, despite this Bay Area sample having long familiarity with California's state paid leave policies. We conclude that federal pandemic paid leave offers a potential model that could be refined for future paid leave policies, but support is mixed.

The Value of Work Flexibility: Staff Perceptions in Higher Education

ABSTRACT Increases in the technological availability of the digital workplace and shifting expectations after the COVID-19 quarantines in 2020–2021 have caused a significant increase in institutional capacity, and employee expectation of flexible work options in higher education. An analysis of institutional practices and experiences of higher education employees is needed to build a scant body of research on the topic and guide higher education leadership as they engage in policy development. By better understanding what workers in higher education value, leadership can more accurately assess and improve crucial organizational practices and policy through work flexibility such as recruitment, retention, and employee satisfaction. In this study, interviews with academic advisors representing 16 different Association of American Universities (AAU) institutions were conducted to better understand how employees define work flexibility, its meaning to them as employees, and how it impacts them as individuals. Our study revealed four primary themes centered on how higher education employees want the ability to customize their role, be treated with compassion, feel trusted in the workplace, and have clarity around work flexibility expectations.

Aging With Emerging Social Welfare and Disappearing Filial Piety: Chinese Migrant Workers' Pathways Toward Financial Retirement Planning.

This study examines the pathways and mechanisms linking Chinese migrant workers' migration experiences and their financial retirement planning. Using a mixed-methods approach with 1083 surveys and 32 interviews, this study finds that having a good financial status and social support system and maintaining a hopeful attitude toward retirement are direct pathways toward good financial retirement planning. Good health and hope for retirement are further enhanced by a good financial status and social support. Conversely, poor health and negative employment experiences are linked to poor financial retirement planning. The qualitative findings provide a contextual understanding of the pathways identified in the quantitative analyses. Migrant workers often face a dilemma between self-reliance for retirement and relying on filial piety. These findings apply not only to Chinese migrant workers but also to all migrant workers with limited access to healthcare and public pensions for retirement.

Diversity Audit at Starbucks: Assessment of Workforce Demography, Inclusion Initiatives, and Corporate Culture

The main goal of this diversity audit is to evaluate Starbucks’ present diversity and inclusion programs for efficacy. This audit evaluates organizational policies, worker satisfaction, workforce inclusionary practices, and the results of diversity programs at two Starbucks locations. The audit uses a mixed-methods approach, combining the analysis of publicly available data and direct observational studies, in South Florida locations, to provide a comprehensive knowledge of Starbucks’ diversity policy. The findings demonstrate a noteworthy level of gender diversity and highlight areas in which minority representation in senior management roles needs to be strengthened. Creating employee resource groups, stepping up diversity training, using targeted recruitment techniques, and conducting frequent diversity audits to guarantee ongoing improvement are just a few of the recommendations. The paper provides actionable insights to help firms like Starbucks maintain a competitive edge in a diversified global market and enhance their inclusivity. The advancement of an inclusive culture that recognizes and benefits from diversity at all organizational levels depends on many measures that are tracked and improved consistently. By implementing practical suggestions, modern organizations can ensure that their diversity initiatives stay relevant and successful, upholding their standing as pioneers in corporate diversity programs. In addition to assisting Starbucks in navigating a challenging international market, a proactive commitment to diversity and inclusion will help create a more just society. In a culturally diverse work environment, a diversity audit is a crucial tool for corporations to assess and improve their workforce equity, accessibility to everyone, and inclusivity. By conducting a thorough review of existing policies, practices, and employee experiences, diversity audits help identify biases, barriers, and areas for growth before any costly lawsuits surface. This process enables companies to pinpoint disparities in hiring, promotion, and retention rates, as well as uncover hidden biases in decision-making processes. With audit findings, corporations can develop targeted strategies to foster a more inclusive culture, enhance employee engagement, and boost innovation. Ultimately, a diversity audit helps organizations ensure fairness, equity, and equal opportunities for all prospects and employees, thereby leading to increased productivity, better brand reputation, and a competitive advantage in both attracting and retaining diverse top talent for the firm.

Transforming workplace diversity and HRD: towards a critical HRD framework for radical intentionality

ABSTRACT This article explores the evolution of diversity in HRD and explicates various tools for workplace diversity. Based on the Bierema-Callahan model of critical HRD, the literature review outlines four phases of evolution: organising by diversity management, learning from diversity training and higher education curriculum, changing to social justice and intersectional diversity, and relating through diversity intelligence. Each phase reflects the shifts in conceptualisations of workplace diversity and corresponding HRD actions and responses. The discussion introduces the concept of radical intentionality in HRD, emphasising the need for intentional transformative actions to address lingering systemic issues of workplace discrimination and marginalisation. Furthermore, it proposes a framework illustrating how HRD tools for workplace diversity can be deployed within four areas of HRD engagement to positively impact workplace experiences for diverse employees. Implications for HRD practitioners include informed decision-making in selecting appropriate tools for diversity initiatives and evaluating their effectiveness. Future research opportunities involve identifying new tools and intended impacts, advancing the quest for social justice and workplace inclusion for all.

The Relationship Between Perceived Workplace Bureaucracies, Self-Efficacy and Job Motivation Over the COVID-19 Pandemic

Workplace bureaucracies impact many areas of an employee’s working life. High levels of perceived bureaucracy can diminish employees’ job motivation, satisfaction, and performance. During the COVID-19 pandemic, infection containment measures contributed significantly to the ‘great resignation’ via the lack of self-efficacy from perceived bureaucracy. This study surveyed 240 full-time employees between late 2021 and early 2022 across organizations in both private and public sectors in Singapore using the Work Extrinsic Intrinsic Motivation scale, the Workplace Bureaucracy questionnaire, and the General Self-Efficacy scale alongside demographic data collection. Results showed that salary range, education levels, self-efficacy and job motivation were negatively associated with perceived workplace bureaucracies but not gender, age, and length of employment. The study’s findings provide insight into the effect of increased perceived bureaucracy during the COVID-19 pandemic on employee experience that would be relevant to the workplace environment even in regular times as a possible intervention point for better employee experience.

Comprehensive Analysis Of Background Screening Impact On Employee Experience And Organizational Outcomes

This comprehensive study examines the multifaceted impact of background checks on employee experience and organizational outcomes, with a particular focus on the implementation of a nationwide, standardized employment screening system. The research is guided by six interconnected themes: trust, transparency, fairness, diversity and inclusion, engagement, and retention. In the contemporary business landscape, background checks have transcended their traditional role as a mere formality, evolving into critical assets for enhancing employee satisfaction, organizational trust, and retention rates. This review synthesizes a wide array of studies to analyze the complex interplay between background screening practices and employer-employee relationships. It establishes robust evidence for how fair, transparent, and reasonable background checks can significantly enhance organizational commitment and employee loyalty. The results underscore the critical importance of awareness and transparency in the background check process, highlighting how these factors foster trust and perceptions of fairness, ultimately leading to positive employee attitudes and improved organizational outcomes. The study also delves into the potential adverse effects of excessive or biased background checks on workforce diversity, with a particular emphasis on historically marginalized groups and individuals with criminal records. It proposes that employers who embrace equality in the workplace and ensure that their background check processes are free from unlawful discrimination can cultivate and maintain a diverse, inclusive, and highperforming workforce. The implications for practice and research are far-reaching. To optimize employee experience and key outcomes such as organizational commitment, job satisfaction, and reduced turnover intention, employers must prioritize fairness, transparency, and inclusiveness in their background check processes. The study identifies critical areas for further research, including sector-specific effects of background screening practices and the impact of emerging technologies and data privacy concerns on background check processes. By reconceptualizing background checks as a strategic tool for building trust and enhancing employee commitment, rather than a mere compliance exercise, organizations can achieve superior outcomes across multiple dimensions of performance. This research provides a comprehensive framework for understanding and implementing effective background screening practices that balance organizational risk management with positive employee experiences.

Work-life Balance of White-collar Remote Workers in a Technopark in Turkey

The main purpose of the current study was to explore the work-life balance experiences of white-collar employees who shifted to remote work in a Technopark in Turkey during the COVID-19 pandemic, using a phenomenological approach. The research was conducted in two phases. In the first phase, 49 white-collar workers participated by completing online questionnaires to assess their work-life balance. In the second phase, two focus group discussions were held, involving 11 participants. The data gathered from the questionnaires and focus groups were analyzed using interpretive content analysis method with MAXQDA 20 software. The content analysis revealed that personal factors, such as personality traits and adaptability, influenced the work-life balance of the white-collar employees. Among organizational factors, workplace culture and the home environment emerged as significant determinants. Most remote workers were found to be unable to set a work-life balance, consequently experiencing conflicts. However, some participants managed to maintain a harmonious balance between their professional and personal lives, though it tended to be skewed towards a work-centered equilibrium. The observed imbalances resulted in several negative outcomes for the participants, including the need for psychological support, role conflicts in different aspects of life, and diminished motivation. In contrast, those who achieved balance reported higher levels of life satisfaction, job satisfaction, and subjective well-being.

Experiences of nurses working in novel virtual care centres in the Netherlands: a qualitative study

BackgroundVirtual care centres (VCCs) are novel wards of hospitals and facilitate the provision of remote monitoring and home-based patient care. Whereas since the COVID-19 pandemic VCCs have rapidly emerged, there is no standardised framework for the development and implementation of VCCs. To develop such a framework, insight in current experiences of employment in VCCs is needed. Therefore, the aim of this study was to explore nurses' perceptions and experiences of working in VCCs.ResultsBetween February and July 2023, semi-structured online interviews were conducted with thirteen nurses (age 45 ± 8 years) from four VCCs in the Netherlands. Interviews were thematically analysed using a six-stage approach, yielding six themes of nurses’ perceptions and experiences of working in VCCs: 1)' Changing role of nurses', especially in the patient-professional relationship, transformation of care and communication; 2)’Clinical perspective of nurses’, need for general medical knowledge and use of data in relation to nurses’ clinical perspective, 3)‘Education and training’, need to keep nurses’ knowledge up-to-date and create time for education; 4)'Organisation of care', nurses’ role in the development of protocols and need for sufficient technological preconditions; 5)‘Cooperation with other healthcare professionals’, consisted of the collaboration with and needed support by other healthcare professionals to organize and provide care to VCC patients; 6)'Experienced effects of VCCs' included advantages and disadvantages of VCCs for the nurses, patients and the hospital. Themes were mapped onto the Capability, Opportunity and Motivation of Behaviour (COM-B) model where all themes included components of capability, opportunity and motivation.ConclusionsOur findings highlight the importance of considering COM-B components of nurses' work in VCCs. Due to the changing roles of nurses in VCCs, there are evolving educational needs in to communicate with patients and colleagues, and the use of data to support their clinical view, as well as providing technological optimisations to further support nurses' work and the VCCs.

Experience-Based Discrimination

I study discrimination arising from individual experiences of employers with worker groups. I present a model in which employers are uncertain about the productivity of one of two groups and learn through hiring. Positive experiences lead to positive biases, which correct themselves by leading to more hiring and learning. Negative experiences decrease hiring and learning, preserving negative biases, which can cause persistent discrimination. The model explains prejudice as incorrect statistical discrimination and generates novel predictions and policy implications. I then illustrate experience-based discrimination in an experimental labor market, finding support for key model predictions. (JEL D83, J23, J24, J31, J71, M51)

The gloomy side of value co-creation for service employees

PurposeThere is a paucity of published research regarding service employees’ side of gloomy consequences emanating from value co-creation (VCC). The purpose of this paper is to provide a comprehensive overview of the activities and interactions of VCC that can result in negative well-being for service employees.Design/methodology/approachThis paper is a theory synthesis paper and, as such, seeks to accomplish conceptual integration of multiple theories and literature streams.FindingsThe origins of negative outcomes of VCC are infinite, and for the purpose of this study, the potential triggers of negative outcomes are limited to typical processes and behaviours initiated by VCC of services. For the purposes of this paper, dysfunctional customer behaviour, customer incivility, value co-destruction, boundary-spanning activities, organisational structure and policies and resource integration are investigated as sources of negative well-being for service employees.Research limitations/implicationsThe first limitation is the focus on offline transactions. Although the accepted definition of a service ecosystem provides for it to be a “self-adjusting system” a need could emerge for some formal management structure to cope with the increasing complexity of service transactions. A theoretical implication of this paper is that it includes a few lesser researched elements in the context of VCC. A starting point to deal with undesirable VCC interactions is to distinguish between undesirable interaction outcomes that originated inside the firm (own service employees) and those that originated from outside the firm (dysfunctional customers).Practical implicationsA first suggestion on how managers could deal with undesirable VCC interactions is to distinguish between undesirable interaction outcomes that originated inside the firm (e.g. own service employees, firm policies and structure) and those that originated from outside the firm (e.g. customer incivility and dysfunctional customers), as these two types of interaction outcomes require different interventions. Firms will need to bring together, study, analyse and assess all service employee experiences and challenges generated by VCC interactions. The frequency and significance of negative incidents should indicate the amount of effort and time to be spent on types of negative incidents.Social implicationsA challenge for service ecosystems is how they will adjust to comply with novel and traditional non-business objectives in the light of transformational, upliftment and other calls from society, whilst at the same time improving the well-being of the entire service ecosystem (i.e. providers, users and society). The improvement of well-being versus reducing suffering/losses/risks is not an option. The words of Hammedi et al. (2024, p. 159) “we move towards the conceptualization of service ecosystem health as a harmonious state in which private, public and planetary well-being merge” are exceptionally fitting here.Originality/valueThe negative consequences of VCC impact the well-being of service employees and are costly for a firm. Suggestions to prevent or limit the impact of undesirable or harmful consequences are made. This study is of value for service businesses, service academics and society. A greater awareness of the destructive nature of negative consequences of VCC will hopefully transpire from this study.

직원경험이 혁신 행동에 미치는 영향에 대한 연구 : 심리적 임파워먼트의 매개효과를 중심으로

This study investigates the impact of employee experience (EX) on innovative behavior, with a particular focus on the mediating role of psychological empowerment. Data was collected from 450 employees across various industries in eight major cities in China, including Beijing, Shanghai, and Shenzhen. The survey employed a five-point Likert scale to measure employee experience across three dimensions: physical environment, cultural environment, and technological environment. Structural equation modeling was used to analyze the data. The results indicate that the three dimensions of Employee Experience (physical environment, cultural environment, and technological environment) have both direct and indirect effects on innovative behavior through Psychological Empowerment. First, each dimension of Employee Experience was found to have a significant positive impact on innovative behavior. Specifically, improvements in physical, cultural, and technological environments lead to more innovative behavior among employees. Second, Psychological Empowerment positively influences innovative behavior and mediates the relationship between Employee Experience and innovative behavior. More specifically, Psychological Empowerment partially mediates the relationship between the physical and cultural environments of Employee Experience and innovative behavior. This suggests that when employees work in a pleasant environment and feel a sense of belonging to the organizational culture, their Psychological Empowerment increases, leading them to engage more actively in innovative behavior. Third, the technological environment does not have a significant impact on Psychological Empowerment. This result indicates that simply introducing the latest technology may not enhance employees' Psychological Empowerment, highlighting the need for training and support systems to effectively utilize technology. This study underscores the importance of Employee Experience in understanding employee behavior, particularly innovative behavior. By examining the sub-dimensions of Employee Experience, the study extends existing research on the relationship between Psychological Empowerment and innovative behavior, providing a deeper understanding of their interactions. It demonstrates that improving Employee Experience can promote innovative behavior. The study also discusses its limitations and suggests directions for future research.