Research on Employee Experience Management (EXM) has traditionally emphasized demographic segmentation—age, gender, or educational level—as the main differentiators in how employees perceive their career path within organizations. However, this demographic focus shows fragmented evidence and limited explanatory power regarding the mechanisms that truly shape EX. To fill this gap, this study proposes a structural and contextual reformulation of EX segmentation, arguing that employee experiences vary less depending on who they are and more depending on their position within organizational systems. Using data from 403 employees across various sectors and an 18-item EXM scale covering Reputation, Recruitment, Physical, Technical, and Cultural Experiences, we performed t-tests, ANOVAs, cluster analysis, and effect size estimates. Findings show that hierarchical position is the main predictor of EX in the dimensions of Physical, Technical, and Cultural Experience, as well as in the overall dimensions, while demographic differences—especially age and education—are negligible. Employee seniority and organisational size have a significant impact on Cultural Experience, which emphasizes how socialisation and organisational structure shape the EX. These findings reveal that EX segmentation is essentially structural, underscoring the necessity of EXM strategies that prioritize employees, particularly those without management functions, and enhance cultural integration through leader communication and onboarding procedures.
Figueiredo et al. (Tue,) studied this question.