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Audrin Bertrand

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EHL Hospitality Business School
Route de Berne 301, 1000 Lausanne 25, Switzerland, CH

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2024

Emotional intelligence in digital interactions :

Scientific paper ArODES

a call for renewed assessments

Catherine Audrin, Bertrand Audrin

Personality and Individual Differences, Vol. 223, article no 112613

Link to the publication

Summary:

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.

Digital skills at work :

Scientific paper ArODES

conceptual development and empirical validation of a measurement scale

Bertrand Audrin, Catherine Audrin, Xavier Salamin

Technological Forecasting and Social Change, 202, 123279

Link to the publication

Summary:

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.

L'essor des logiciels de surveillance au travail

Professional paper ArODES

Bertrand Audrin, Justine Dima

HR today, Vol. 1, p. 36

Link to the publication

Summary:

La digitalisation des organisations transforme les pratiques de travail, mais également les manières de surveiller celui-ci. Les applications de surveillance des employés (ou «bossware») relancent le débat entre contrôle et confiance.

2023

Die Top 5 der HR Tech-Trends, die sich im Ausland durchsetzen

Professional paper ArODES

Bertrand Audrin, Justine Dima

HR today, Vol. 6, p. 51

Link to the publication

Summary:

Die rasante Weiterentwicklung von HRM-Technologien bietet Unternehmen und insbesondere HR-Fachleuten viele neue Möglichkeiten. Hier sind die Top-5-Trends, auf die sie achten sollten.

Le top 5 des tendances HR Tech qui s'imposent à l'étranger

Professional paper ArODES

Justine Dima, Bertrand Audrin

HR today, Vol. 6, p. 51

Link to the publication

Summary:

L'essor fulgurant du marché international des technologies de gestion des ressources humaines (HR Tech) offre de nombreuses opportunités aux organisations et plus particulièrement aux professionnels RH. Voici le top 5 des tendances à surveiller.

Comment combler la fracture numérique en organisation ?

Professional paper ArODES

Justine Dima, Bertrand Audrin

HR today, Vol. 5, p. 47

Link to the publication

Summary:

Avec l'essor des technologies et les transformations organisationnelles qui les ont accompagnés, de nombreuses organisations font face au risque de fracture numérique. De quoi s'agit-il ? Comment s'en prémunir ?

Quand l'intelligence artificielle s'invite dans les ressources humaines

Professional paper ArODES

Bertrand Audrin

HR today, 4, pp. 47-48

Link to the publication

Summary:

À 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.

Adopter ou faire évoluer son SIRH en 2023 :

Professional paper ArODES

comment adopter une vision globale des enjeux liés à l'implantation ou au développement d'un SIRH

Justine Dima, Bertrand Audrin

HR today, 2023, 20 juin, pp. 41-42

Link to the publication

Summary:

Comment adopter une vision globale des enjeux liés à l'implantation ou au développement d'un SIRH. Tour d'horizon des questions à se poser à chaque étape du processus: du diagnostic des besoins à l'évaluation finale du projet.

More than just emotional intelligence online :

Scientific paper ArODES

introducing "digital emotional intelligence"

Catherine Audrin, Bertrand Audrin

Frontiers in Psychology, 14, 1154355

Link to the publication

Summary:

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.

HR in der Wolken :

Professional paper ArODES

cloudbasierte HR-Systeme wurden in den letzten Jahren immer beliebter, diese Technologie bietet viele Vorteile, bringt aber auch Herausforderungen mit sich

Justine Dima, Bertrand Audrin

HR today, 2023, 26 avril, pp. 21-22

Link to the publication

Summary:

Cloud-basierte HR-Systeme wurden in den letzten Jahren immer beliebter. Diese Technologie bietet viele Vorteile, bringt aber auch Herausforderungen mit sich.

Numérisation, quelles formations pour les managers de demain ?

Professional paper ArODES

Bertrand Audrin, Justine Dima

HR today, 23.03.2023

Link to the publication

When the hierarchy folds :

Scientific paper ArODES

how employees may react

Bertrand Audrin, Stefano Borzillo, Steffen Raub

Journal of business strategy, 45, 2, pp. 98-106

Link to the publication

Summary:

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.

2022

Carpooling in times of crisis :

Scientific paper ArODES

organizational identification as a safety belt

Lohyd Terrier, Bertrand Audrin

Case studies on transport policy, 2022, vol. 10, no. 3, pp. 1720-1726

Link to the publication

Summary:

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.

Scan it, buy it, pay it :

Scientific paper ArODES

customers' psychological contracts as partial employees in retail

Bertrand Audrin, Catherine Audrin

Personnel review, To be published

Link to the publication

Summary:

Purpose : 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.

Achievements

PEOPLE@HES-SO Directory and Skills inventory

Audrin Bertrand

PEOPLE@HES-SO
Directory and Skills inventory