Individual Work Experience Research Articles

Improving digital work experience: an experimental investigation of IT identity and organization support

PurposeImproving digital work experience is critical for the job performance of individuals and the competitiveness of organizations due to their increasing use. This paper investigates how organization support affects the digital work experience of individuals differently depending on their levels of information technology (IT) identity.Design/methodology/approachDrawing upon the IT identity literature and the conservation of resources (COR) theory, a conceptual model is developed, tested and validated using the data collected in Australia through an experimental design in which IT identity is manipulated.FindingsThis study reveals a nuanced impact of organization support on shaping digital work experience. Specifically, it finds that technical support is more effective in improving the digital work experience of individuals with a high level of IT identity, whereas well-being support is more effective in enhancing the digital work experience of individuals with a low level of IT identity.Originality/valueThis research contributes to the IT identity literature by introducing a novel experimental design to manipulate IT identity in the digital work context. It also contributes to the digital work literature by introducing a resource perspective for identifying well-being support, technical support and IT identity as the key resources in shaping digital work experience and calling for attention to IT identity as a boundary condition on the effectiveness of organization support. The findings can help organizations formulate better strategies and policies to improve digital work experience by providing tailored support to individuals with different levels of IT identity.

Origin-country gender norms, individual work experience, and employment among immigrant women in Sweden

Many Western countries are built on a dual-earner model and have high levels of female labor force participation. Increasing the labor market activity of immigrant women is therefore seen as a key part of immigrant integration. However, female labor force participation (LFP) differs substantially between countries, reflecting differences in work-related gender norms that can continue to influence preferences and behaviors after migration. In this study, we investigate how origin-country gender norms and migrant selection interact to produce post-migration outcomes. Our data shows that immigrant women in Sweden have a higher level of pre-migration work experience than expected based on origin-country female LFP, indicating positive selection. Furthermore, the association between origin-country LFP and post-migration employment varied with work experience. For women without origin-country work experience, origin-country LFP was positively associated with employment in Sweden. For women with origin-country work experience, origin-country LFP however was not associated with higher likelihood of employment in Sweden. Though our focus is on immigrant women, we also include immigrant men in our analysis to test our prediction more thoroughly. For men without origin-country work experience, origin-country LFP was negatively associated with employment in Sweden, while we found no association for men with origin-country work experience. Our results show that migrant selection is a crucial factor in understanding the relationship between origin-country LFP and post-migration labor market outcomes, and that these patterns vary with gender. Policy interventions targeting immigrant women from countries with low female LFP should therefore not assume that women arrive socialized with gender-norms that hinder labor market activity.

Investigating the Relationship Between Special Medical Waste Disposal and Needle Sticking of Staff in Hospitals of Iran University of Medical Sciences

Background: Infectious hospital waste, including needles and sharp instruments, is one of the most important causes of needle sticks. Objectives: The study aimed to investigate the factors affecting the disposal of special medical waste with needle sticks among healthcare workers in hospitals at the Iran University of Medical Sciences. Methods: This descriptive-analytical, retrospective, and cross-sectional study were done regarding the data in the autumn of 2019. Among 6119 medical-service staff, 180 subjects have been exposed to the needle stick at least once. Data were collected in two parts. The data were analyzed using correlation tests by SPSS software version 25. Results: The most devices leading to injury were needles (58%), angiocatheter (21%), ampoules (17%), suture needles (12%), scalpels (9%), other tools (8%), and razor blades (7%). The five wards with the highest needle sticks were the operating room (24.44%), surgery (22.22%), emergency (15%), internal wards (10%), and paraclinical (8.33%). Also, several factors, such as work shifts and the amount of work experience of individuals, can play an essential role in the rate of needle stitching of medical personnel. Importantly, we found a significant relationship between the volume of medical waste and employee needlestick rates. Conclusions: According to the results, we found a significant positive relationship between the volume of medical waste and employees' needle sticking rate. The observance of standard guidelines and the development and increase of occupational safety protection training courses have the most significant role in reducing needle sticks.

The Influence of Teleworking in a Pandemic Context on the Work Experience of Individuals with Physical Disabilities: A Quebec Qualitative Study.

The COVID-19 pandemic has led to numerous changes in work environments. Thousands of workers quickly found themselves having to telework without being prepared, which had consequences on their work experience and health. Authors proposed telework practices that promote the healthy work experience of workers in a pandemic context, but less attention has been paid to consider the realities and needs of individuals with physical disabilities. Purpose This study aimed to explore the influence of telework during the pandemic on the work experience of people with physical disabilities. Methods Following an interpretive descriptive research design, interviews were conducted with 16 workers with physical disabilities (i.e., motor, or sensory). The data were analyzed using a thematic analysis strategy. Results The results revealed 15 factors that influence the work experience of teleworkers with physical disabilities. These factors are related to interactions between three spheres of the worker's life: the individual, the organization, and the environment. Ten recommendations are proposed to consider the reality and needs of individuals with physical disabilities in the telework practices. Conclusion Given that telework has expanded since the onset of the COVID-19 pandemic and will likely continue to remain a widespread modality of work delivery, it becomes even more important to expand knowledge about it, to benefit the work experience of teleworkers with physical disabilities.

Dissatisfied, but not discouraged: the effects of French female lawyers perceiving gender discrimination

Abstract Previous research has suggested not only that gender discrimination is widespread in law firms, conditioning women’s career paths and full integration into the legal profession, but also that female lawyers are more likely than their male counterparts to perceive unfair treatment. However, little research exists on how female lawyers’ perceptions of gender discrimination may affect their individual work experiences, in particular their attitudes toward their job and their career. This article aims to fill this gap by examining how perceived gender discrimination affects female lawyers’ job satisfaction with their career prospects and work–life balance, as well as their intentions to leave the legal profession. With a focus on the under-researched French case, it draws on the quantitative analysis of the data collected from an online survey administered to 663 female Parisian lawyers. Results show that perceptions of discrimination negatively affect women’s satisfaction with regard to their career prospects and work–life balance, but do not have any influence on their quitting intentions. By adopting a ‘view from below’ on the individual work experiences of female lawyers, the article sheds new light on the dynamics of women’s disadvantage in legal careers.

Macro Patterns of Employee Mobility: Learning from Large-Scale Employment Data

This symposium intends to present five studies investigating drivers and directions of employee mobility at the macro-level. The goal of this symposium is to connect macro-level patterns and micro-level mechanisms of employee mobility and foster a research conversation across disciplinary fields, including careers, human resource management, and organizational behavior. In addition, by bringing together diverse projects using large-scale longitudinal data, this symposium will allow researchers to discuss opportunities, challenges, and methodological concerns that arise when working with such data. Over the past decades, careers have transformed from those developing inside organizations and governed by organizational rules and norms to those unfolding within labor markets and characterized by the variety of job transitions and flexibility of work arrangements (Arthur & Rousseau, 1996; Osterman & Burton, 2005). These changes raised a number of questions and stimulated the development of several research streams. They led to the emergence of new conceptualizations of career (Guan et al., 2019; Sullivan & Baruch, 2009), including recent models of sustainable career (De Vos, Van Der Heijden, Akkermans, 2020). They made scholars to reevaluate the employee-employer relationship (Bonet, Cappelli, Hamori, 2013; Cappelli & Keller, 2013) and reinforced the problems of talent management and retention (Bidwell, 2017; Cappelli & Keller, 2014). Given the importance of fit between individual characteristics and broader organizational context (Ployhart et al., 2014; Weller et al., 2019), growing diversity of individual work experience also adds new challenges to the effective matching of workers to jobs. What binds employees and employers in the modern labor markets? What drives employee mobility? Why do people stay or leave, where do they go, and what if they come back? The papers comprising this symposium aim at answering these questions by looking at the longitudinal employment data from five different countries: France, Germany, South Korea, Spain, and Sweden. Testing the theory with such large-scale data facilitates the identification of the most general patterns of labor mobility that might stay unnoticed while analyzing examples from a single organization or survey data from a specific population. Combining studies conducted in a diverse set of countries adds richness to the topics discussed. Collectively, these papers demonstrate what we can learn about individual behavior from the macro-patterns of employee mobility. Corporate career development opportunities and employee retention Presenter: Kira Choi; EMLYON Business School Crisis-related Wage Cuts and Employee Turnover: Who Leaves? Why? Where Do They Go? Presenter: Halil Sabanci; Frankfurt School of Finance & Management Presenter: Marta M Elvira; IESE Business School How Boomerang Mobility versus Mobility to a New Employer Relates to Career Sustainability Presenter: Katja Dlouhy; U. of Mannheim Presenter: Ariane Froidevaux; U. of Texas At Arlington Question of Fit: Managerial Experience and Organizational Design Presenter: Roxana Barbulescu; HEC Paris Presenter: Federica De Stefano; HEC Paris Presenter: Olga Ivanova; USI Lugano Multiple Job Affiliations and Entrepreneurship Presenter: Chanchal Balachandran; U. of Liverpool Management School Presenter: Filippo Carlo Wezel; USI Lugano

Social Class and Class Inequality in Organizations: Facing and Fighting Classism in the Workplace

Social class provides a fundamental lens through which individuals see themselves and others and is a robust predictor of how people behave in organizations. As an intersectional form of diversity that intertwines with many other forms of difference, social class holds the potential to impact a wide range of individual work experiences, team processes, and organizational practices and cultures. This panel aims to contribute to our collective understanding of social class and class inequality in organizations by bringing leading social class experts into a conversation to explore how addressing class issues could uniquely improve organizational functioning amidst the current world challenges. The panel will shed light on understanding what social class is, what it is like to be an employee from a particular social class, and how social class dynamics influence a broad range of outcomes at work.

Prospective clinical study testing the efficacy and safety of a new formula to increase the precision of oxygen therapy in the initiation phase of cardiopulmonary bypass.

During cardiopulmonary bypass (CPB), supranormal concentrations of oxygen are routinely administered with the intention to prevent cellular hypoxia. However, hyperoxemia may have adverse effects on patient outcome. Oxygen settings are based on the perfusionist's individual work experience rather than profound recommendations and studies analyzing the effect of oxygen levels are in need of methodological improvement. We aimed to advance perfusion technique by developing and clinically applying a formula for tailored oxygen therapy in CPB. A formula to precalculate the oxygenator setting before CPB was developed. The newly-derived formula was then evaluated in a prospective, single-center pilot study to test whether a predefined arterial partial oxygen pressure (PaO2) of 150-250mmHg could be reached. 80 patients were enrolled in the study between April and September 2021. The mean oxygen fraction calculated for the setting of the gas blender was 52% ±0,12. The mean PaO2 after initiation of the CPB was 193 ± 99mmHg (min-max: 61-484, median 163mmHg). 38.75% of the values were in the desired PaO2 corridor of 150 to 250mmHg. 8.75% of all PaO2 values were below <79.9mmHg, 31.25% between 80 and 149.9mmHg, 38.75% between 150 and 249.9mmHg and 21.25%>250mmHg. Conceptually, perfusion technique should be goal-directed, guided by objective parameters and formulas. Although the optimal CPB oxygenation target remains unknown, it is nevertheless important to develop strategies to tailor oxygen therapy to aid in creating evidence as to what level of oxygen is best for patients during CPB. The formula we derived needs further adjustments to increase results in the target range.

Work Experiences and Challenges to Employment Sustainability for People With Mental Illness in Supported Employment Programs

Supported employment (SE) is an evidence-based program that has shown much promise in helping people with severe mental illnesses (SMIs) to gain and sustain competitive employment. However, there are significant variations in employment outcomes across SE programs in Canada that can be partly explained by SE service users’ experiences in their work environment. The work environment can exert a considerable influence on the interest in and ability to sustain the employment of a person with an SMI. This study explores the work experiences of individuals with SMIs who are involved in an SE program and who understand the challenges of and barriers to sustaining such employment. Semistructured, in-depth interviews were conducted with 15 individuals with SMIs, and the data were analyzed using a constructivist grounded theory approach. Challenges to the employment sustainability of an individual with SMI were found to arise primarily from three intersecting contexts: the SE program, the work environment, and the larger Canadian labor market. The findings suggest that SE programs will better promote employment sustainability if they adhere closely to individual placement and support model of SE. SE service providers (employment specialists) must be equipped with a wide range of knowledge and skills to meet the needs of individuals with SMIs if sustainable employment is to be achieved. It is recommended that there must be investment in training for employment specialists to assist SE service users to achieve sustainable employment outcomes.

Audit Supervision, State-owned Assets Supervision and State-owned Enterprise Governance: A Study Based on the Background of Audit Officials in State-owned Assets Supervision

In the context of the deepening reform of state-owned enterprises (SOEs) and particularly the duty of accountability audit and supervisory committee assigned to the government audit offices during the recent reform of government institutions, audit supervision plays an important role in the supervision of state-owned assets (SOAs) and the governance of SOEs. The existing literature mainly studies the governance effect of government audit on the listed central SOEs based on the audit finding announcements of central SOEs issued by the National Audit Office, but it generally regards government audit as a black box. In fact, officials usually play an active and significant role in the government’s decision-making. Therefore, this paper tries to examine the underlying mechanism of the governance effect of audit supervision on SOEs from the perspective of the background of audit officials in the supervision of SOAs.We conduct an empirical study with a sample of A-share listed local SOEs from 2003 to 2017, and find that the background of audit officials in the supervision of SOAs can improve the accounting information quality of SOEs. This result is more significant when audit officials’ supervision experience of SOAs is longer, audit enforcement is more powerful, and SOEs’ internal corporate governance is weaker. But the intervention of local leading officials due to political promotion incentives can weaken the governance effect of audit officials on SOEs. Further analysis indicates that the background of audit officials in the supervision of SOAs also has a real effect on SOEs, which can reduce the real earnings management, improve innovation performance, and ultimately increase the firm value.The findings of this paper not only confirm the heterogeneous impact of audit officials’ subjective initiative on the supervision of SOAs and the governance of SOEs from the perspective of individual work experience, but also reveal the transmission path of local leading officials’ influence on the decision-making of micro enterprises from the perspective of government audit, a professional administrative institution. Meanwhile, in the process of realizing the integration and optimization of audit supervision power and establishing a unified and efficient audit supervision system for the supervision of SOAs, the regulator should not only pay attention to training and improving the professional competence of audit officials through position experience, but also further strengthen the independence of audit offices and audit officials through deepening reform.

Ethics Education Effectiveness and Business Decision Making: Perspectives of Management School Graduates

The importance of as a subject in management schools has its roots in the study published by Paul (1987). Time and again the importance of value-based education is realized and perceived to be necessary for conducting ethical practices. The main aim of education is to equip the learner with wisdom of choosing the right over the wrong, and making sensible decisions in his / her personal and professional life. The basis for ethical behavior at work starts with a personal value system of an individual. The perception level of individual effects is / her ethical behavior which forms an ethical attitude. This is to a large extent set in within the personality of an individual by the time he/she peruses management education. Unethical behavior may stem from lack of proper education / ethical orientation at school/college level. The debate remains, whether including business ethics as a subject in management education at postgraduate level, effects/changes their ethical attitude in their personal and professional lives? Does ethical education play a significant role in making ethical decisions in business? Is the ethical attitude dependent on the gender of the person? Does the ethical attitude depend on the level of maturity and work experience of individuals? In this study, an attempt has been made to capture the attitude of management graduates towards ethics, its importance in their personal and professional lives, and the role of education in managerial decision making. The theory of reasoned action has been tested in this study, which links individual attitude toward a behavior to a person’s actual behavior. The basic driver of a person’s intention to behave ethically is the attitude towards ethical behavior. The results show that age and maturity level in management graduates influence ethical behavior. Work experience significantly impacts ethical behavior. Experience does not influence the ethical decision-making framework among management graduates. Overall, the study supports the theory of reasoned action.

Disentangling the Empirical Evidence between Personality, Work Experience, and Improvisation among Middle Management Government Officers

This study examined the empirical association between personality traits, workexperience, and improvisation. Big five personality traits (Extraversion, Agreeableness,Conscientiousness, Neuroticism, and Openness) and individual work experience werethe independent variables; whereas individual improvisation was the dependentvariable. Data were collected from middle management level of government officersfrom various ministries in Putrajaya, Malaysia. Results revealed that Extraversionand Openness had a significant and positive contribution towards improvisation whileother traits (Agreeableness, Conscientiousness, and Neuroticism) did not demonstratea significant association with improvisation. The findings of this study could contributeto the collective knowledge of management and be useful to both theorists and managers.

Don’t play the odds, play the man

PurposeThe nature of knowledge and the way it is assimilated do play a vital role in influencing knowledge sharing tendencies. These specific factors coupled with the ineffectiveness of the intrinsic knowledge management system point towards an inherent knowledge hiding tendency that exists within every organization. Knowledge hiding is established as an intentional attempt to hide knowledge when it is requested. In the recent past, scholars have investigated the factors causing hiding of the task-related knowledge. However, there is still no clear understanding of the strategic factors that lead to knowledge hiding in organizations and which of these factors are the most critical ones. The purpose of this paper is to identify the most critical strategic factors that cause knowledge hiding in different contexts.Design/methodology/approachThis research study tries to identify these factors from the literature, corroborate it with industry experts and model the same with the aid of total interpretive structural modelling. This is followed by Matrice d'Impacts Croises Multiplication Appliquée a un Classement and sensitivity analysis, which determines the unique driving factors and their powers, which vary based on industry sectors and years of work experience.FindingsThis study found out that knowledge hiding behaviour is more pronounced in the initial years of an individual within the organization and similarly in the final years of an individual within the organization. In a period in between both these, there are no critical driving factors that infuse knowledge hiding.Originality/valueThis is one of the first comprehensive research studies that unravel the dynamic nature of the strategic factors engendering knowledge hiding across two different dimensions, namely, industry sectors and work-experience of individuals. This study categorically aims to aid the management in bringing out necessary interventions to curb the menace of knowledge hiding.

Interactive patient pathway days for prospective therapeutic radiography students

Introduction: Currently there is a significant national shortfall in the number of potential students applying to Therapeutic Radiography courses. This project will create an ‘Introduction to the Profession Experience’ for schools/colleges and the wider local community to raise awareness of the profession, as a potential career pathway, and recruit students to the pre-registration courses. Specific Objectives: • To raise awareness of radiotherapy within the local community as a potential career pathway • To explore collaborative working opportunities in relation to recruitment utilising the clinical department facilities and resources; • To develop interactive pathway days where students will experience clinical settings to show realistic components of the profession prior to enrolment. This presentation will focus on the results from the pilot project that was run as a collaboration between London South Bank University and Guys Cancer Centre. Methods & Materials: Phase 1: A pilot project was conducted using current student applicants. Participants visited the Cancer Centre on a Saturday where they had the opportunity to trial different radiotherapy professional tasks and gain experience and knowledge about the profession as a whole, they were then asked to complete a survey on their experiences. Phase 2: Semi-structured interviews were conducted with participants who attended the interactive patient pathway and subsequently enrolled onto the course. Results: Descriptive statistics, frequency tables and content analysis were used. Preliminary results are outlined below (presentation will include tables): • All participants found the interactive pathway session to be very helpful. • The session enabled them to understand the importance of the different processes and knowledge about radiotherapy delivery. • Participants enjoyed the practical aspects of the sessions which are recommended for other potential applicants. • Participants were comfortable being part of a group and valued the opportunity to engage with current students. Conclusion: This collaborative project allowed participants to experience practical aspects of the clinical patient pathway in a Radiotherapy centre without the patient presence. It is anticipated that future days will replace individual work experience days, as they are less resource intensive and allowed students to gain a collective experience.

Changes in hospital CEO profiles in Poland-Professionalisation of management?

To present and discuss the findings of surveys on the profiles of hospital CEOs in Poland, as carried out in 2012 and 2017, involving over a hundred hospital CEOs at various reference levels. The findings indicate appreciable changes in the group under study. While until recently, a typical hospital CEO was a male physician; presently, there is a fair proportion of women (36%). The majority of CEOs are non-physicians (63%), whereas previously, they accounted for approximately 63% of them. Mean work experience in public health care for male CEOs tends to decrease, whereas an opposite trend is well manifested with regard to female CEOs. It was also established that hospital CEOs were steadily less keen on improving their professional qualifications through postgraduate courses. These changes may imply a kind of "stabilisation" within the sector itself or a departure from the all-male, medicine-centred model of hospital management. They may have been caused by climbing expectations regarding overall management expertise and a higher salary level offered to physicians. Changes in individual work experience seem to indicate that men are more often "transplanted" from other industry sectors, whereas women tend to pursue their entire career path in public health care institutions.

Examining the Role of Workplace Spirituality and Teacher Self-efficacy on Organizational Citizenship Behaviour of Secondary School Teachers: An Indian Scenario

Research on workplace spirituality is on the rise primarily because of the win-win situation it creates for both employees and organizations. Spirituality at work has been associated with many individual-level work behaviour and attitudes. Also, self-efficacy is another significant construct which considerably affects individual work experiences. The current study focuses on the relationship between workplace spirituality, self-efficacy and organizational citizenship behaviour (OCB) in secondary school teachers. It examines whether spirituality and teacher efficacy could predict citizenship behaviour of teachers. Additionally, the influence of spirituality on self-efficacy is also looked at. Data were collected from 353 teachers working in state-run schools in one of the southern states in India. Using structural equation modeling, the study finds that positive relationships exist between different dimensions of workplace spirituality, teacher efficacy and two categories of OCBs. The study contributes to the growing empirical research on workplace spirituality and the underexplored area of teacher OCB.

Correlates of affective commitment in organizational performance: Multi-level perspectives

The aim of this study was to investigate the predictors of employees’ affective commitment to an organization. In doing this, we examined the influence of individual work experience and the social relationship it embraced. Three predictors were examined: internal-motivation to remain, job challenge, and workload. All three were significant and positive predictors of affective commitment. We also tested these relationships at different levels of leadership and harmonious co-worker relationships. Results here indicated higher organizational commitment when the supervisor climate was more pleasant. Theoretical and managerial implications are discussed.

Work Floor Experiences of Supply Chain Partnering in the Dutch Housing Sector

Work Floor Experiences of Supply Chain Partnering in the Dutch Housing Sector

Illusion or Realities: Workplace Experiences of Self-Employed Women

Generally it is been considered that the work experiences of individuals to a great extent depends on the mode of their employment and self-employment has been argued to provide a sense of ownership, autonomy and status. This paper challenges this argument by investigating this reality through the prism of gender to understand if the gender of women and associated socially constructed meanings has any influence on the status, autonomy and sense of ownership of these women at work. The paper investigates this by capturing the workplace interaction experiences of women who are self-employed through qualitative engagements. The findings show that women and associated stigmas attached to them both in their social and work spaces doesn’t allow them to enjoy the freedom, status and ownership that typically is considered to be there for those who are working for self without rather than for others in their within structured work setup.

Support, Demands, and Gender Ideology: Exploring Work–Family Facilitation and Work–Family Conflict Among Older Workers

Only recently have researchers begun to investigate issues surrounding the work experiences of individuals in late midlife. This article contributes to the literature on work–family facilitation and conflict among older workers. I focus specifically on the extent to which gender ideology is associated with facilitation and conflict and whether that relationship differs for women and men. Using a sample of older workers (n = 2,253), I find that gender traditional respondents are more likely to report work–family conflict than are nontraditional respondents, with no corresponding association for work–family facilitation. There are no sex differences in the effect of gender ideology on facilitation or conflict. Results are discussed in the context of the importance of understanding the work–family interface among older employees.