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AIM E-learning is increasingly used in education, creating a learning environment that needs to be studied thoroughly for developing new learning opportunities. BACKGROUND Drawing from the community of inquiry framework, the present work provides the theoretical foundation and measurement validation of the Self-Perceived E-Learning Environment Scale (SEES). The SEES measures core aspects of the e-learning context: autonomous strategic planning, social interaction, and teacher feedback. METHOD Through two studies carried out in sample of nursing students, an exploratory (n = 302) and confirmatory (n = 245) factor analysis revealed a three-factor structure. RESULT The results provide empirical evidence of appropriate psychometric properties (i.e., reliability, validity). CONCLUSION The SEES can be used in a higher education context, particularly in nursing education programs. Theoretical, methodological, and practical implications for exploring the e-learning environment in nursing educational settings are discussed. [ABSTRACT FROM AUTHOR]

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Background: Since previous studies have shown that the request of off-work technology-assisted supplemental work (off-TASW) can contribute to blurring the boundaries between the work and family domain by increasing workfamily conflict (WFC), the purpose of this study is to go further, investigating how this relationship impacts stress perceptions. Method: A cross-sectional study that involved a sample of 221 French workers was carried out using a self-reported questionnaire. The data collected were analyzed by IBM SPSS 25.0 software, and a mediation model was tested. Results: The results showed that off-TASW was associated with higher levels of WFC (b=.32; p=.000), which was in turn associated with stress perceptions (b=.42; p=.000). Conclusions: This study contributes to understanding how the intrusion of technologies during off-work times impacts workers' perceptions of psychological wellbeing through work-family conflict. These findings should encourage the debate on the risks of staying connected to work through technologies during off-work and leisure time and stimulate the promotion of campaigns to make workers aware of their right to disconnection, to the benefits of detachment from work and recovery experiences. [ABSTRACT FROM AUTHOR]

Emerging technologies are shaping the world of work, thus creating an increasingly digital industry, also known as "Industry 4.0". Thus, examining skill requirements becomes essential to facilitate organizational adaptation to this technological revolution. The aim of this study was to explore the perception of skill requirements of workers of a highly technological manufacturing company. In Study 1 (n = 671), an exploratory factor analysis was carried out to identify relevant groups of skills. A year later, in Study 2 (n = 176), we confirmed the factor structure through a confirmatory factor analysis and we conducted a latent growth curve analysis to examine potential changes of the previous skill requirements due to the lockdown and the forced remote working during the COVID-19 pandemic. Findings showed that cognitive, functional business, strategic and managing people skills are considered as important resources for the industry 4.0, being the functional business skills increasingly relevant in time 2. Moreover, we identified differences between managers and subordinates regarding such skills. We discuss theoretical and practical implications for skills development in the digital age. [ABSTRACT FROM AUTHOR]

Based on proactivity literature, feedback seeking behavior is generally used throughout an individual's career to enable better adaptation to the work environment. However, it has recently been shown that declining levels of feedback seeking behavior may result in decreased psychological attachment over time. This study aims to explore whether individual adaptivity represents a mechanism through which feed-back seeking affects psychological attachment (i.e., well-being involvement and withdrawal). In addition, the interaction effect of organizational obstruction between individual adaptivity and psychological attachment was examined. Based on three-wave survey data obtained from 273 participants from French organizations, a moderated mediation model was tested using structural equation modeling. Results confirmed that adaptive performance mediated positively the relationship between feedback-seeking and well-being involvement and negatively with withdrawal. Moreover, perceived organizational obstruction moderated negatively the relationship between adaptive performance and withdrawal, and positively that with well-being. These results shed new light on the relationship between proactivity (i.e., feedback seeking behavior) and adaptive performance, but also on the positive short-term contribution of successful adaptation in a perceived obstructive organizational context. Theoretical contributions and practical implications for human resource management are discussed. [ABSTRACT FROM AUTHOR]

With the advent of the Fourth Industrial Revolution, significant use of social network services (SNSs) for career-related purposes has begun to emerge. However, relatively few studies have explored the adverse effects of networking on SNSs, and the existing literature has overlooked its potential consequences. Drawing on upward social comparison theory, this study investigates how networking on SNSs affects career satisfaction through an upward social comparison mechanism leading to ego depletion. To achieve this, we carried out two studies. In Study 1, the hypotheses were tested using a sample of 408 workers. The results indicated that networking on SNSs is negatively related to career satisfaction through a sequential mediation of upward social comparison and ego depletion. In Study 2, we examined this mechanism using a longitudinal design with a three-wave survey of 157 workers, replicating and confirming the findings of Study 1. Both studies demonstrated the process through which networking on SNSs might produce adverse effects on career satisfaction. These findings offer guidance for career counselors, training and development professionals, and managers who want to limit the negative side of networking on SNSs. Different implications for theory and practice are discussed. • Networking on SNS is related to upward social comparison • Upward social comparison leads to higher ego-depletion • Networking on SNS is related to ego-depletion through upward social comparison • Two studies, using cross-sectional and longitudinal designs, have shown that networking on SNS is related to a decrease of career satisfaction through upward social comparison and ego-depletion [ABSTRACT FROM AUTHOR]