The ubiquitous nature of emotional intelligence, as a central theme in every aspect of our lives-be it at work, school, or home-coupled with the growing prevalence of digital interactions, makes it ...fundamental to develop our understanding of emotional intelligence in a digital world. However, the digital world represents more than just a contextual factor to consider, as interactions in digital environments require digital competence. The objective of this paper is to conceptualize "digital emotional intelligence" as the integration of both emotional intelligence and digital competence. The model we propose posits that trait emotional intelligence predicts attitudes toward digital competence, while digital ability emotional intelligence is predicted by digital competence skills and digital competence knowledge. Using a self-reported questionnaire on 503 respondents, a structural equation model highlights a positive relationship between trait emotional intelligence and attitudes toward digital competence.
Emotional intelligence (EI) has been a subject of academic investigation for thirty years. There has been much debate on how to measure these forms of EI and the reliability of their assessment, but ...the actual context in which emotional intelligence is developed and used has interestingly received scarce interest. More specifically, a critical gap exists in considering the rise and impact of digital interactions on emotional intelligence. Indeed, with the rise of social media and the increase in digital interactions, emotions are inextricably related to our behavior online. It is thus fundamental to adapt the assessment of EI in digital contexts. This paper aims to address this gap by suggesting assessment methods that account for the specificities of the interactions in the digital world. We start by acknowledging the variety of digital interactions and provide a categorization of them using the theories of media richness and media synchronicity. We then illustrate the potential for renewed assessments in self reports and performance tests at different levels, from item contextualization to digital assessment of EI. By integrating the digital dimension in emotional intelligence assessment, this paper aims to bring a novel perspective on measuring EI in digital interactions.
•EI assessment should consider the digital context and its variety.•Several methods are suggested to account for the digital context.•Methods such as item contextualization, integration of digital cues, and digital assessment are presented.•Illustrations of potential renewed assessments are provided.•Challenges of EI assessment in a digital context are pointed out.
This research aims at providing an overview of the research field of digital literacy into learning and education. Using text mining, it reviews 1037 research articles published on the topic between ...2000 and 2020. This review reveals that there is a plurality of terms associated with digital literacy. Moreover, our research identifies six key factors that define the literature, which are information literacy, developing digital literacy, digital learning, ICT, social media, and twenty-first century digital skills. These factors can be grouped into three main streams, which are 1) digital literacy, 2) digital learning and 3) twenty-first century digital skills. These three streams are supported by informational and technological foundations. These results provide research avenues and offer a framework for digital literacy in education.
PurposeSelf-service technologies (SST) have become more and more pervasive in retail to facilitate autonomous checkout. In this context, customers play an active role and, as such, can be considered ...as “partial employees.” Partial employees have to perform a wide range of tasks, get rewarded for their work and need to understand the terms of the exchange, all without being subject to a formalized contract. In this research, the authors suggest that partial employees go through a process of organizational socialization that allows them to define the psychological contract they hold with the organization.Design/methodology/approachIn order to investigate the psychological contracts of partial employees, 324 Canadian customers using SST completed an online questionnaire, in which their SST use, psychological contract fulfillment and organizational socialization were measured.FindingsDescriptive analyses highlight that customers as partial employees build a psychological contract with their most frequent retailer, as they perceive not only retailer inducements but also their own contributions. Multiple linear regressions suggest that organizational socialization favors psychological contract fulfillment, but that specific dimensions of organizational socialization are important for employer inducements vs. employee contributions. Moreover, results suggest that the frequency of use of SST as well as the patronage positively predicts psychological contract fulfillment.Originality/valueThis research investigates a specific situation of unconventional employment – that of customers as partial employees with organizations. It contributes to the literature on the psychological contract by broadening its application to new relations and to the literature on customer management by reemphasizing the relevance of the psychological contract in this domain.
Purpose
The purpose of this paper is to explore the implementation of self-service technologies (SST) in two competitors and unravel the process of change in two related setups, offering a comparison ...as well as an association of cases.
Design/methodology/approach
The paper is based on two extensive case studies of SST adoption by leading retailers in a Western European country. The analysis is based on a material-discursive approach using Greimas actantial model to identify actors’ roles in the implementation process.
Findings
Results highlight the key role of technology and organizational identity as legitimizers of the change process. The findings also emphasize the role of competition in justifying change.
Research limitations/implications
Due to the specific situation of the market in the country of study (both retailers share 70 percent of the grocery market), this research offers a textbook example of the role of competition in technological change. This helps to understand the role of competition in technological change.
Originality/value
This study explores the implementation of SST in two competitors and unravels the process of change in two related setups, offering a comparison as well as an association of cases.
In today's increasingly digitalized work environments, the need for digital skills is on the rise. Surprisingly, current frameworks of digital skills fail to specifically address the identification ...and measurement of digital skills in the workplace. The objective of this research is thus to develop a framework and a validated scale for digital skills at work. To do so, we employ a multi-step process that includes a thorough literature review, cognitive interviews with five experts, two pilot surveys (respectively n = 22 and n = 106), and a full validation survey (n = 923) among professionals. The findings consist of a comprehensive framework and a validated scale for digital skills at work. The framework entails 8 dimensions: Technology use, Cybersecurity, Content management, Communication and collaboration, Critical inquiry, Responsibility, Well-being, and Identity and development. The final scale consists of 52 items. This work enables to better understand individuals' skillsets and organizational requirements in terms of digital skills for the future of work. Both practical and research implications are discussed.
•We aimed at developing a framework and a measure instrument to assess digital skills at work.•We took a three-fold approach: framework and item generation based on literature, scale development, scale evaluation.•The result is a validated instrument for measuring 8 dimensions of digital skills at work.
•This research examines the narratives of flexible work projects at the institutional, organizational, and individual levels.•We present how project managers build legitimacy around flexible work ...projects through narratives by relying on institutional, organizational and individual narratives.•Project managers especially tend to “heroify” themselves to give legitimacy to the project, while other organizational actors’ (managers and employees) tend to challenge project managers’ narratives and leave more room for collective dimensions.•This highlights projects as contested narrative fields in which legitimacy is gained through narrative construction.
The purpose of this paper is to investigate legitimacy building narratives of project managers in flexible work projects and their articulation with institutional, organizational, and individual narratives. We use Greimas actantial model to analyze four case studies, collecting data from 27 interviews of project managers, employees and line managers as well as extensive secondary data. This study contributes to project management literature by identifying legitimacy building mechanisms that project managers use in their narratives: on one hand, they build on institutional and organizational narrative components to produce their own project narratives; on the other hand, they perform identity work through heroification to build their own legitimacy as project managers. We also show how some of these narratological components are challenged by other organizational actors (employees and line managers). On a methodological level, we also reflect on Greimas’ actantial model as a tool to analyze and compare project narratives at different levels and from different groups of actors.
•Organizational identification plays a key role in fostering carpooling intentions.•Fear of Covid-19 increases perceived risk of carpooling.•Organizational identification helps foster trust towards ...carpooling.
The purpose of this research is to understand how organizational identification and fear of Covid-19 influence individuals’ attitudes, trust, and intention to carpool. For this study, 299 participants completed an online questionnaire in which we assessed their organizational identification, fear of Covid-19, perceived risks, attitude, trust, and intention to carpool. Results show that the relationship between individuals and their organization is an effective lever to promote carpooling. Our results confirm that individuals’ trust level and attitude strongly determine carpooling intention. The results highlight a negative relationship between perceived risks and attitude, as well as trust; Covid-19 is also identified as an antecedent to perceived risks. Organizations implementing carpooling solutions should focus on developing organizational identification and address fears associated with Covid-19.
Purpose
This paper aims to uncover how employees make sense of the implementation of holacracy in their organization.
Design/methodology/approach
Our research is based on a case study of a Swiss SME ...(of 160 employees) that is about to implement a holacratic mode of governance. Data was collected using questionnaires (completed by 57 employees) and 12 interviews.
Findings
At the level of individual, team and organization, driving forces toward implementing holacracy are stronger than restraining forces.
Practical implications
Implementing holacracy requires careful planning, detailed communications, strong support and training of employees by managers to ensure that they are less fearful of holacracy’s structures and more positive and understanding of its benefits.
Originality/value
This study contributes to a better understanding of holacracy and employees’ sensemaking of the added value of this unconventional structure.
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