Wellbeing at work can be achieved through different strategies; designing for a positive user experience (UX) is one way. However, the relationship between wellbeing and professionally used technology is rather unexplored, especially in work areas that are far from desktop work such as worker guidance systems (WGSs) used in assembly processes. In this paper, we first described a qualitative evaluation (using the valence method) of a prototype WGS designed for a positive UX. The evaluation showed that it elicited far more positive than negative feelings. Based on the results, we improved and redesigned the prototype. We then implemented it in a realistic setting and quantitatively compared it with an established WGS. It was shown that the prototype elicited more positive feelings than the established system, whereas there were no differences in the number of negative markers. Thus, one can assume that the improvement of UX in the redesigned system was due to the positive UX design concepts. However, there were no significant differences in the mood questionnaires. The paper showed that positive experiences at work can be achieved when the design of professional technology is focused on a positive UX. Long-term studies should further investigate whether these experiences lead to a generally elevated mood.

Knowledge about human behaviour and motivation is essential for designing a positive user experience (UX). Theories of psychological needs have been profoundly researched and well-established in UX research. Experience categories are a rather new practical human-centred design method; they are not based on a psychological model, but instead on an empirical approach. Experience categories describe common positive experiences in a particular context. According to Hassenzahl, positive experiences result from the fulfilment of psychological needs. However, there has been no research on how experience categories and needs are associated. To fill this gap and enrich the knowledge about experience categories, we investigated which needs co-occur with them. In Study 1, we used a more general approach: experience categories of work context were operationalised with scenarios that were rated with a needs questionnaire. In Study 2, we aimed to replicate the findings of Study 1 in a more specific work context by investigating the relationship between experience categories and needs for an existing sample of experiences. Results show a consistent relationship between some experience categories and needs in both studies. Moreover, the need for competence was particularly relevant in the work context. Future studies should expand on this research to further work contexts.

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