32 research outputs found
More than just emotional intelligence online: introducing “digital emotional intelligence”
No full textThe 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 in digital interactions ::a call for renewed assessments
No full textEmotional 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
Key factors in digital literacy in learning and education: a systematic literature review using text mining
No full textThis 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
Scan it, buy it, pay it ::customers' psychological contracts as partial employees in retail
No full textPurpose : Self-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/approach : In 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. Findings : Descriptive 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/value : This 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
Quand l'intelligence artificielle s'invite dans les ressources humaines
No full textÀ l'heure où l'intelligence artificielle fait l'objet de tous les débats et convoitises, la fonction RH n'est pas épargnée par ces discussions. Comment l'IA peut-elle transformer les activités de GRH? Tour d'horizon de cette nouvelle réalité
Making sense of emotions in massive layoffs ::the case of #techlayoffs
No full textThe purpose of this study is to investigate how victims, survivors and external actors make sense of massive layoffs, and on the role of emotions in their sensemaking and sensegiving process. Public posts on LinkedIn were collected and a discourse analysis was conducted to identify which categories of emotions were displayed and how they might impact organizational actors’ sensemaking and sensegiving of massive layoffs. Results show that the sensemaking and sensegiving process that surrounds layoffs differs depending on the category of actors and centers on emotions and people. For some groups of actors, it also includes considerations of time and rational analyses. This study provides novel insights on layoffs’ sensemaking by investigating how several groups of actors deal with major turmoil in an industry. The focus on emotions makes different phenomena visible for each group of actors
Digital skills at work ::conceptual development and empirical validation of a measurement scale
No full textIn 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
