Employee experience: conceptualization, scale development, and validation

Abstract

As a novel thinking approach to human resource management, employee experience (EX) has become a critical strategic focus in fundamentally reframing the employment relationship. However, the construct definition and measures of EX have not been adequately addressed in the existing literature. Based on self-determination theory, this study provides a conceptual foundation for EX and emphasizes its conceptual uniqueness. Furthermore, through two phases (six studies) of the scale development procedure, we developed and validated a 20-item EX scale (EXS). Specifically, we first identified five dimensions of EX through three qualitative studies (Phase 1): work-related, interpersonal harmony, organizational management, professional development, and remuneration package. Subsequently, we validated the reliability, convergent and discriminant validity, predictive and incremental validity, and measurement invariance of the EXS through three quantitative studies (Phase 2). Our findings suggest that EX is related to similar constructs (job satisfaction, employee engagement, and workplace well-being) yet possesses unique characteristics and can significantly influence employees’ work-related consequences (turnover intention and organizational identification). Finally, the theoretical and practical implications, limitations, and future directions of this study are discussed.