Workplace Experiences Research Articles

Help wanted: attracting and keeping retail employees in today’s competitive market

PurposePersonnel, particularly frontline employees, represent the face of retailers and help promote the brand, enhancing customer loyalty and satisfaction through positive interactions. This research examines retailing versus non-retailing marketing positions to uncover factors that can increase job satisfaction in retail: work environment factors, job characteristics and psychological factors. These factors allow for a holistic view of today’s competitive market that addresses human motivation theory and reveals important insights for attracting and retaining retail talent who can provide compelling, positive experiences for customers.Design/methodology/approachSurvey research provided the means to collect data and compare retailing versus non-retailing marketing positions. A paid online panel of 2,334 marketing and retail professionals yielded 659 completed surveys. To capture workplace experience of retailers and other marketing professionals, the study measured work environment factors (compensation, customers, recognition received, supervisor support and co-workers), job characteristics (performance feedback, power and control, work variety, autonomy and altruistic opportunity) and psychological factors (job stress, work overload, role conflict and job burnout).FindingsThe findings suggest that job characteristics, psychological outcomes, organizational factors, family support and altruistic opportunity affect retail employee satisfaction. These findings offer actionable responses for retailers in their quest to attract and retain retail employees in today’s competitive job market and, in turn, enrich the customer experience journey.Research limitations/implicationsCompetition for the best marketing people to work in retail and avoiding negative interactions between retail employees and customers can be expected to increase brand competitiveness. This research was based on survey responses of individuals in marketing positions suggesting individuals that care about their marketing careers. This research has implications for marketing leadership with regard to critical issues of today’s retail personnel. There is an opportunity to make a difference. Without highly satisfied employees, retail will continue to face challenges in finding and keeping individuals who enhance the customer journey and promote desirable brand experiences. Research consistently shows that when job characteristics, satisfiers and stress are negative aspects of the job, people shift to other jobs that provide more personal career fulfillment (Leider et al., 2016; Stamolampros et al., 2019). Even carefully executed digital marketing, strategic data analytics, aesthetics and promotions cannot drive customers to become raving fans of a retail brand without satisfied employees. Retail personnel are critical as they represent the brand and have a significant impact on the customer experience. With limited resources available to retail management, a priority could be in recruiting and training managers to attract and retain the best retail workers and improve the customer experience. Creating positive customer connections is critical in retail.Practical implicationsPractically, this research provides insight into specific areas that need strategic management action to make retail more appealing.Originality/valueThe study provides an overview and comparison of the key aspects of job satisfaction in retail marketing positions compared with non-retail marketing positions.

The role of change in the relationships among decent work, political cynicism and voter turnout

AbstractThreats to decent working conditions and cynical views of politicians are increasingly prevalent in contemporary societies. The present study examines the potential relationship between these two trends and the mediating role that anger‐related emotions may play in this relationship. Using latent growth modeling analyses and data from a panel survey of French employees collected during the 2021–2022 French electoral cycle, I found that within‐person decreases in employees' perceptions of decent work were associated with within‐person increases in anger and hostility toward the employing organization; increases in anger and hostility, in turn, were associated with within‐person increases in political cynicism. Moreover, both initial levels and increases in political cynicism were associated with a lower likelihood of electoral participation. Overall, this research highlights how longitudinal change in workplace experiences may drive the dynamics of political cynicism and indirectly affect the vitality of democracy.

Shaping police self-efficacy: a content analysis of officer views towards their duty assignments, working locations, and working times

ABSTRACT While it is thought that different work experiences generate unique situations that allow police officers to develop confidence in their abilities to resolve them, this connection has received scarce scholarly attention. In the current study, a thematic content analysis of narrative survey responses from over 300 police officers from one large agency in the United States was conducted to assess perceptions of how and why work contexts might differentially shape self-confidence. Participants believed that officers who are exposed to a variety of workplace experiences develop into the most confident practitioners. Working patrol assignments, in high crime areas, and on night shift were viewed as especially important. Overall, the findings offer useful insights for police agencies looking to build self-confidence within their sworn personnel and numerous avenues for future research to expand on this work.

When Neurodiversity and Ethnicity Combine: Intersectional Stereotyping and Workplace Experiences of Neurodivergent Ethnic Minority Employees

When Neurodiversity and Ethnicity Combine: Intersectional Stereotyping and Workplace Experiences of Neurodivergent Ethnic Minority Employees

The Importance of Self-Selection and Childcare Leave Length for Child Penalty

Childbirth has consequences for mothers’ labour market outcomes which in turn has consequences for gender differences in pay. In the Finnish context, earnings-related parental leave can be extended with home care allowance which enables mothers to choose their childcare leave length with varying benefit levels. We empirically test the importance of choice of childcare leave length for the subsequent child penalty. We apply Finnish register data with information on the length of childcare leave at the individual and workplace levels. By using workplace comparisons, we can account for some of the endogeneity in choices of workplace, parity, and childcare leave length. By instrumenting the leave length with varying home care allowance levels, we categorise always-takers, never-takers, and compliers. We find that the child penalty is heterogeneous and highly related to the choice of leave length. Always-takers use longer leaves than the workplace average and are penalised, while never-takers use shorter leaves than the workplace average and experience only a mild child penalty. Compliers adjust their leave lengths to the allowance level and experience child penalties in between. These results support that self-selection of childcare leave length has implications for post-birth outcomes and in addition, that family policy can affect the child penalty and the gender gap in pay.

Intent to Leave Associated More Strongly with Workplace Belonging Than Leadership Behaviors of Supervisor in Women Health Care Professionals.

Background: The attrition of health care professionals from institutions has historically been high, with reports of higher rates in women than men. High attrition jeopardizes the institution's financial stability, quality of patient care, and scholarly contributions to advancing health care. The disproportionate loss of women reduces the diversity of perspectives and skills needed to meet patient needs. Attrition risk has been demonstrated to relate to both the leadership behaviors of supervisors and the sense of belonging in the workplace. Toward informing health care institutions about strategies for curtailing high attrition, we sought to assess the relative strength of the association of attrition risk with leadership behaviors of supervisors versus workplace belonging. Methods: Attendees of a continuing education course on women's leadership skills in health care were surveyed about the intent to leave (ITL) their institution within 2 years, perceived leadership behaviors of their supervisor, and experiences of workplace belonging. Dimensions of workplace belonging were identified by factor analysis. The strength of association of ITL with supervisor's leadership behaviors and each workplace belonging dimension was analyzed in a multivariable ordinal logistic regression model. Results: Women comprised 94% of survey participants. In the regression analysis, lower ITL was associated strongly with more frequent experiences of institutional culture supporting workplace belonging, modestly with more favorable perceptions of supervisor's leadership behaviors, and not with frequency of experiences of interpersonal relationships supporting workplace belonging. Conclusions: An institutional culture that supports workplace belonging is particularly important for reducing attrition risk in health care professionals. For health care institutions seeking to improve retention of its professionals and women in particular, our findings point to investing in a culture of workplace belonging that involves a diverse workforce, an environment in which its professionals feel heard, supported, and empowered and are provided strong career advancement opportunities.

Neurodivergence among healthcare professionals and implications for midwifery: A literature review

Background: Societal awareness of neurodivergence is increasing and diagnostic pathways are becoming more accurate; more people are therefore pursuing assessments, often later in life. Health professionals, including midwives, may also be traversing this journey of self-discovery. Overseas estimates suggest that neurominorities may account for as much as 20% of the general population; this is a significant minority group. The healthcare professions require empathy and social skills, and neurodivergent (ND) people may be seen as unsuitable due to deficits in diagnostic, cognitive and communication skills. Research bias in favour of white males, alongside pervasive stereotypes, has contributed to the underdiagnosis of ND women and gender-diverse people. As a predominately female workforce, including ND colleagues will inevitably become more relevant to the midwifery workforce in the future. Aim: This integrative literature review asks: what is known about the workplace experiences of ND healthcare professionals? The intention is to reflect on the possible ramifications for midwives in Aotearoa New Zealand, and to establish a rationale for future research. Method: Google Scholar, PubMed, CINAHL and ProQuest databases were searched using combinations of key terms. Following the Critical Appraisals Skills Programme (CASP) evaluation, only ethics-approved, peer-reviewed papers in English were included. Findings: Nine studies investigating the workplace experiences of ND healthcare professionals were evaluated. The findings coalesced around two main concepts: (1) The internal experience, with sub-topics Diagnosis and disclosure, Strengths associated with neurodivergence, Sensory processing and Executive functioning; and (2) Navigating a neurotypical world, with sub-topics Social dynamics, Self-management strategies and Workplace accommodations. Conclusion: Ableist barriers to equitable employment experiences were pervasive throughout healthcare workplace settings. All nine studies highlighted workplace challenges for ND healthcare professionals, relating to social, sensory and executive function differences. The absence of literature specific to the unique contextual experiences of ND midwives in Aotearoa New Zealand signifies the scope for future research.

Exploring the Supervision Experiences of LGBTQ+ Social Workers in Taiwan

This study adopts an ecological systems perspective to explore the multifaceted experiences of LGBTQ+ social workers under workplace supervision. It examines how gender identity, workplace culture, social environment, and time influence their professional growth. The findings underscore the importance of supervisors' gender sensitivity in fostering psychological safety and professional development for LGBTQ+ social workers. While the implementation of gender-friendly policies can improve workplace conditions, their effectiveness is often constrained by institutional culture. Additionally, gender identity emerges as both a strength and a challenge in supervisory relationships, with client acceptance significantly impacting professional identity and competency. As Taiwan progresses in addressing diverse gender issues, LGBTQ+ social workers are learning to balance their identities with professional roles. This study fills a gap in research on the workplace experiences of LGBTQ+ social workers and provides practical recommendations for improving gender-friendly policies, enhancing supervisory practices, and fostering inclusive workplace cultures.

“ … Like Confrontational About It, which I didn’t Expect” —An Analysis of Conversational Experiences of Women Vegans When Dining with Colleagues: Meat Eating as a Symbolic Capital in the Workplace

ABSTRACT This study is based on 28 interviews with women vegans based in England, UK. The study aimed to explore the everyday experiences and cultural capital of women vegans; however, interviewing revealed a large focus on the workplace culture as a place of exclusion, expanding the research to a two-tier analysis of the social and workplace experiences of women vegans. The study draws from communication research on veganism as a communicative practice and focuses on conversations when dining together using also Bourdieu’s cultural capital framework. The research questions were centered on exploring the cultural capital of women vegans, the social and office experiences of women vegans, and how office experiences correspond with the social experiences of women vegans. Thematic analysis was used to analyze the social experiences of women vegans, and an abductive analysis was conducted to capture workplace experiences, followed by a second thematic analysis of office data. Results point toward the dual exclusion women face at societal and organizational levels for being vegans, and workplace exclusion is particularly linked to networking and out-of-work events when colleagues dine together, which often results in unwanted attention and hostilities in conversations. The findings also reveal that being vegan is not linked to one’s class origin but potentially could be linked to cultural capital as women vegans share cultural capital and now work in middle-class jobs, however, the study argues that meat-eating seems to present symbolic capital in the workplace, which stems from wider social meat-eating expectations whereas veganism is seen as awkward, radical and extreme.

Workplace experiences as push and pull factors – How are perceived office conditions associated with teleworking preferences?

Purpose The increase in teleworking has highlighted the role of office design in hybrid work. The purpose of this study is to examine employees’ workplace experiences as push and pull factors for working on-site. The study investigated which aspects of perceived office conditions are associated with employees’ preference to increase or decrease teleworking, taking into account other potential predictors of these preferences (i.e. demographic factors, psychosocial factors, employee well-being and work ability). Design/methodology/approach A cross-sectional survey was conducted in four Finnish workplaces in autumn 2022 (n = 923). The offices mostly represented a modern activity-based design. The authors analysed the data using multinomial regression, and adjusted for gender, age and education. Findings The workplace experiences were mainly a push factor as, for example, insufficient workspaces for quiet work and spontaneous collaboration and the amount of work and storage space were associated with preferences to increase telework. Only task privacy was both a push and pull factor: better privacy was associated with a preference to decrease telework, and vice versa. The current amount of telework was related to telework preferences, whereas psychosocial factors, employee well-being and work ability were not. Practical implications Ensuring satisfactory task privacy and providing adequate workspaces for work requiring concentration appear particularly important in making the office more attractive in hybrid work. Office design should be considered an integral component of organizational models of hybrid work. Originality/value The study bridges research on telework and office design. It provides novel evidence on the role of the office in post-pandemic workplaces.

Factors Influencing Professionalism Among Oncology Ward Nurses in Private Organizations

Nursing professionalism is essential for ensuring patient safety and delivering high-quality care, especially in specialized areas like oncology, where nurses face unique challenges. Various factors, such as years of experience, gender attitudes, education, and training, significantly influence nursing professionalism. The study investigates the organizational and personal factors affecting professionalism among clinical nurses working in oncology wards in private organizations in Pakistan. The literature review was conducted using various electronic databases: PubMed, Academia, Science Direct, CINAHL, and Google Scholar. The PRISMA flowchart approach documented the study selection process. Research from the past five years on the organizational and personal factors influencing professionalism was included, while studies not concentrating on these factors were excluded. After screening, we included 24 of the first 300 studies that met the inclusion criteria in the final evaluation. Data were synthesized using quantitative methodologies to identify similar findings across studies. From an initial search of 19,200 articles, 20 were selected for this study. Findings suggest that factors such as workplace culture, experience, education, gender attitudes, resource availability, and professional development opportunities significantly impact the professionalism level among oncology nurses. These findings provide baseline data for informing policies and strategies to enhance nursing care, particularly in oncology settings, where nurses play a vital role in managing complex patient needs.

Bridging the Gap: Integrating Learning and Workplace Experience

In response to the evolving needs of today’s workforce, this paper delves into the imperative to integrate learning and workplace experience for enhanced employee performance and engagement. Highlighting the shortcomings of traditional training methods, the study emphasizes the benefits of fostering a dynamic learning environment conducive to employee growth. By aligning educational content with industry demands, organizations can ensure the employability of learners and cultivate future leaders adept at meeting strategic objectives. Despite challenges such as outdated curricula and technological advancements, strategies like simulated work placements and vocational skills programs demonstrate promising outcomes in bridging the learning-workplace gap. Through insightful case studies and best practices, the paper showcases innovative initiatives that propel students beyond conventional learning spaces and prepare them for real-world challenges. Ultimately, the collaboration between educational institutions and industries is underscored as pivotal in shaping a skilled and adaptable workforce that aligns with contemporary workplace needs. This research advocates for a proactive approach in integrating learning with practical experience, emphasizing the mutual responsibility of educators and businesses in driving systemic transformation towards a more competent and versatile workforce. Keywords: Integrating Learning – Workplace Experience – Educational Strategies

Vaccination status, personal and workplace experiences of early career health professionals in the WiSDOM cohort study during the COVID-19 pandemic in South Africa

IntroductionThe knowledge gaps on the experiences of early career health professionals during the COVID-19 pandemic informed this study, which examined their vaccination status, personal and workplace experiences in South Africa.MethodsWits...

From the margins to the mainstream: LGBTQ+ professionals’ lived experiences in the education workplace

From the margins to the mainstream: LGBTQ+ professionals’ lived experiences in the education workplace

Review of Smart Office Assistant

AI is playing major role in every field now a days and have become widely accepted in our society than traditional methods. The Smart Office Assistant is an intelligent system made to automate office environment in which employee attendance tracking and visitor management in offices can be done. Using web cam face recognition is done for people entering the office, for employees greeting is done by calling the name also their check in time and attendance is marked. For unrecognized faces it acts as a smart receptionist, which can handle appointment bookings and provide general office information for unfamiliar visitors through a chatbot interface. The Smart Office Assistant is for offices of all sizes and of various fields. Automating the office enhances the overall workplace experience, ensuring secure and efficient interactions for both employees and visitors. It takes more time for employees to manually sign in. Also visitors can easily book meetings or get information without anyone’s help using this technology. It helps to reduce administrative workload and staff can focus on more important tasks. To conduct this literature review of papers, we narrowed down the following areas relating AI-driven Smart Office Assistants; face recognition for attendance, Chatbot systems for visitor, integration of Artificial Intelligence in offices. The following databases were used: IEEE Xplore and Google Scholar; keywords included “AI office automation,” “face recognition attendance,” and “chatbot visitor management.”

Religious identity-based discrimination in the physician workforce: findings from a survey of Muslim physicians in the UK

ObjectiveExamine relationships between religiosity, workplace discrimination, religious accommodation and related professional and psychological outcomes among UK Muslim physicians.MethodsIn 2021, a national survey of British Islamic Medical Association members was conducted....

‘Everything they think they know, they should forget’: how trans school workers respond to transphobic discourses

ABSTRACT This article explores how trans school employees redeploy, trouble, challenge, and refuse prevalent discourses about transness and education. Drawing from interviews with 100 school workers in Canada and the United States, we employ Coleman’s (2023) concept of ‘narrative repair’ to consider participants’ responses to an interview question asking what they would like the public to know about their workplace experiences. We show that workers in our study primarily drew from four overarching narratives about the relationship between their transness and their work in schools: 1) trans school workers face increased difficulty; 2) trans school workers have unique strengths; 3) trans school workers are no different from other school workers; and 4) the experiences of trans school workers defy narrativization. Our findings deepen understandings of how broader cultural discourses influence how teachers narrativize their professional experiences.

Generation Z: Navigating Conflict Resolution Strategies at the Workplace Through Their Intimacy Styles

Drawing on the interpersonal model of intimacy and the dual concern model, this study utilizes structural equation modelling (SEM) to analyse the relationships between workplace intimacy and conflict management styles, with a particular focus on Generation Z. The research examines how different levels of intimacy influence employees’ approaches to conflict resolution, including compromising, negotiating and avoidance strategies. A survey of 203 individuals with less than three years of workplace experience examines the hypothesis that conflict management styles (CMSs) are shaped by the ability to establish intimate relationships, incorporating self-disclosure, responsiveness and feelings of validation. Findings indicate that individuals with high levels of intimacy are more likely to adopt compromise and negotiation styles in conflict management, suggesting that employees who cultivate close, trusting relationships are more likely to engage in collaborative problem-solving. Conversely, the study found no significant correlation between intimacy and avoidance-based CMS, such as withdrawal and resignation. This suggests that while intimacy fosters constructive conflict resolution, it does not necessarily influence an individual’s tendency to avoid conflicts. The results highlight the importance of fostering workplace intimacy to enhance effective conflict resolution and suggest areas for further research, particularly in understanding the unique conflict management behaviours of Generation Z. The article concludes by discussing the theoretical implications of these findings, their practical applications in organizational settings, and recommendations for future research on workplace intimacy and conflict management.

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.

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.