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Modern work in sales & service is increasingly enhanced and supported by digital technologies. As a result, frontline employees’ digital competencies are becoming a key success factor for sales & service work. Nevertheless, especially with regards to professional work, there is still a lack of knowledge about how to measure digital competencies. So far, specific empirical contribution focussing on professional digital work environments being increasingly knowledge-intense, collaborative, and virtualized are still very rare. In this article we seek to make a substantial contribution in that area of research. Based on the state-of-the art literature about digital competence among employees in professional work this article is one of the very few that introduces an empirically evaluated scale of digital competence based on a sample size of N=1,283. We suggest a context-related set of five dimensions of digital competence named (1) effective usage of technologies and tools, (2) farsighted & critical information handling, (3) sustained cooperation & communication, (4) integrative knowledge generation, and (5) co-creative problem solving. Evaluation of these five dimensions is conducted with the help of technostress, virtualization of work, space-time flexibility at work and availability for work-related issues. Finally, we present a critical reflection about the scale’s five dimensions.

Background Digital labour platforms are transforming work organization, offering new opportunities but also raising concerns about precarious conditions and health risks. Despite increasing attention to platform work, limited research has examined its direct impact on workers’ physical, mental, and social well-being. Objectives The objective of this scoping review is to examine current empirical studies investigating the health effects of working via digital labour platforms, aiming to (i) summarize the existing evidence, (ii) pinpoint knowledge gaps, and (iii) identify areas for methodological enhancements. Methods We search for peer-reviewed studies published until December 2024 from Web of Science and PubMed, alongside grey literature. Inclusion criteria covered papers with original data, using qualitative, quantitative, or mixed methods, resulting in 40 included studies. A pre-established theoretical framework guided result reporting, emphasizing three characteristics affecting worker health: (i) business practices, (ii) employment conditions, and (iii) work environment hazards. Results In summary, literature shows a link between digital platform work and poor health. The current evidence, mainly focused on mental health and location-based platform workers, highlights factors contributing to poor physical and mental health, including low-quality employment conditions and psychosocial work environment hazards. Limited evidence suggests a correlation between business practices—algorithmic management and rating systems—and poor mental health. Knowledge gaps include the health impact of web-based platforms, especially medical consultation ones and location-based domestic and care services platforms, and less-explored outcomes like musculoskeletal pain and occupational injuries. Methodological limitations, such as low sample size and lack of control groups, were noted. Conclusions This review identifies methodological improvements and knowledge gaps, guiding future research to comprehend the impact of digital platform work on health. As legislation evolves to enhance platform workers' job conditions, researching their health is crucial for offering practical recommendations and shaping evidence-based policies.

PurposeThe ongoing “digitalization of work” is one of the major phenomena shaping contemporary organizations. The aim of this study is to explore linguistic constructs of white-collar workers (WCWs) related to their use of digital tools.Design/methodology/approachThe framework of ideological dilemmas (Billig et al., 1988) is mobilized to investigate the conflicting demands WCW interviewees construct when describing the ongoing digitalization of their office work.FindingsThis study shows how “digitalization of work” is enforcing an organizational ideological dilemma of structure and flexibility for WCWs. In the digital workplace, this dilemma is linguistically expressed as the individual should be, or should want to be, both flexible and structured in her work.Practical implicationsThe use of language exposes conflicting ideals in the use of digital tools that might increase work–life stress. Implications for managers include acknowledging the dilemmas WCWs face in digitalized organizations and supporting them before they embark upon a digitalization journey.Originality/valueThe study shows that the negotiation between competing organizational discourses is constructed irrespective of hierarchical positions; the organizations digital maturity; private or public sector; or country. The study confirms contradictory ideological claims as “natural” and unquestionable in digitalized officework.

Artificial intelligence (AI) refers to autonomous or semi-autonomous systems capable of interpreting data, generating inferences, and guiding decisions, thereby reshaping the foundations of work and organizational processes. Its rapid integration into productive settings gives rise to emerging risks, understood as new or evolving hazards that stem from human–machine interaction, algorithmic decision-making, and shifting sociotechnical conditions. Within occupational safety and health (OSH), these risks encompass novel cognitive, psychosocial, organizational, and ethical challenges, making it necessary to develop preventive frameworks that align technological innovation with human well-being, transparency, and responsible governance.

Purpose This study aims to explore virtual leadership work within educational settings in the light of social disruption. In 2020, a global pandemic changed the way we work. For school leaders, that involved running a virtual school overnight. Although there is a stream of research that explores leadership in solely virtual communities, there is a gap in the literature regarding practices that transition from analog to virtual practices and the changes in leadership in those types of work practices. Design/methodology/approach The data gathering method constitutes a questionnaire to explore school leaders’ experiences of virtual work and virtual leadership in light of social disruption. One hundred and five Swedish school leaders answered the questionnaire covering both fixed and open questions. Findings The results show that school leaders’ general experiences of transition to virtual school have worked relatively well. We show how the work changes and shift the focus in the virtual workplace. Originality/value The author’s contributions include theorizing about leadership affordances in virtual schools and providing implications for practice. The authors summarize our main contribution in five affordances that characterize virtual leadership, including a focus on core activities, trust-based government, 1:1 communication with staff, structure and clarity and active outreach activities. The results could be interesting for understanding the radical digitalization of leadership in the digital workplace.

PurposeThis article aims to study digital competence (DC) in media work.Design/methodology/approachThe authors utilize frame analysis to investigate how DC is framed in media work using 30 semi-structured interviews as data with journalists in Finland.FindingsThe authors identify three main frames of DC in the context of media work. The individual attitude frame emphasizes employees' attitudes toward DC, the team-level support frame underlines the need for support in the work community and the organizational-level practice frame highlights enablers of and organizations' requirements for digital competence.Practical implicationsFirst, media workers' DC is necessary to enhance work efficiency and accomplish tasks and may be supported with supportive management practices. Second, the findings suggest that DC should be understood and analyzed as a multi-level issue. Third, the findings suggest that appropriate continuing education and study opportunities were needed. Besides formal arrangements for learning, informal contexts of learning are important.Originality/valueThe article contributes to media studies and studies on the digitalization of work by taking account of the organizational, team and individual levels in discussing digital competence in the news media sector.

The competition of international manufacturing networks creates pressure to increase the efficiency of manufacturing systems. In addition to this, indicative for the present period is the fact that the number of technical components in many products is increasing, and at the same time the requirements are growing for corresponding assembly, transport and logistical processes. These requirements can be administered and recognized in the scope of their complexity only through the use of an array of rapid and efficient methods in the form of a digital factory. This contribution points to the practical application of the Plant Simulation software module from the portfolio of the digital factory of Siemens PLM. This complex instrument with an environment for controlling the life cycle of a product enables repeated utilization of data, supports effective cooperation between individual units, and provides relevant data for each user who needs it, mainly from the viewpoint of strategic decision-making. The simulation of the entire flow of material, including all relevant divisions of manufacturing, storing and transport activities, is considered as the key component of the digital factory in industry and from this day forward is the most often used.

Background Today, digitalisation is strongly present in health and social care, and it increasingly affects the organisation of work, work requirements, tasks and tools. Due to the constant change in work, up-to-date knowledge is needed about these micro-level effects of digitalisation and how professionals experience the effects in their work. Furthermore, even though managers play a key role in implementing new digital services, their perceptions of the effects of digitalisation and whether they match the views of professionals remain unknown. This study examined how health and social care professionals and managers perceive the effects of digitalisation on the work of professionals. Methods We used a qualitative approach and conducted eight semi-structured focus group interviews with health and social care professionals ( n  = 30) and 21 individual interviews with managers in 2020 in four health centres in Finland. The qualitative content analysis included both an inductive and a deductive approach. Results Digitalisation was perceived to have changed professionals’ 1) workload and pace, 2) the field and nature of work, 3) work community communication and interaction, and 4) information flow and security. Both professionals and managers identified effects such as accelerated work, reduction in workload, constant learning of technical skills, complicated work due to vulnerable information systems, and reduction in face-to-face encounters. However, managers did not bring up all the effects that professionals considered important, such as the creation of new work tasks, increased and duplicated work, or insufficient time to get acquainted with the systems. Conclusions The findings suggest that some of the effects of digitalisation on professionals’ work and changes in the workplace may receive too little or no recognition from managers. This increases the risk that the potential negative effects may be overlooked and that managers will adopt systems that do not support the work of professionals. To reach a common understanding of the effects of digitalisation, continuous discussions between employees and different management levels are required. This contributes to professionals’ well-being and adaptation to changes, as well as the provision of quality health and social services.

Purpose Existing research suggests that the competitive advantage provided by technological development depends to a large extent on the speed and coordination of the technology’s implementation, and on how adoptable the technological applications are considered. While accepting this argument, the authors consider the explanatory model to be inadequate. This study aims to contribute to the theoretical discussion by analysing institutionalised industrial relations and other organisation-level factors, which are important for workplace restructuring and societal change. Design/methodology/approach The analysis is based on a representative nation-wide work and working conditions survey (N = 4,100) from Finland, which includes a variety of themes, including practices, changes and well-being at work. Changes are understood as organisational changes, focusing on modern technologies such as robotisation and digitalisation. Findings The results indicate that occupational division at workplace (low-skilled vs high-skilled occupations) affects job insecurity and acceptance of technologies at work. The characteristics of workplaces, such as the employees’ participation and involvement in the development of the organisation, play a significant part in both the acceptance and the implementation and outcomes of the technological transformations in the workplace. Practical implications The research provides new and interesting insights into working life practices. Furthermore, it reveals how technology acceptance and employment perspectives relate to working conditions and lessons learned from past reforms. Originality/value The authors consider current theories such as technology acceptance model at the micro level and that way rationalise the need for this study. This study shows the importance of individual, organisational and wider contextual factors in technology acceptance.

PurposeEngaged employees are an organization’s competitive advantage because the employees are willing to strive for organizational excellence. This paper examines employee engagement (EE), taking workplace digitalization as the mediator. The authors developed an integrated framework introducing transformational leadership and innovative culture as EE antecedents in workplace digitalization settings. Specifically, the authors argue that transformational leadership and innovative culture influence EE directly and indirectly through workplace digitalization.Design/methodology/approachA total of 256 valid online-survey samples were used in the structural equation modeling (SEM) tests. The respondents were the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.FindingsThe authors' findings support that workplace digitalization positively influences EE. Unlike transformational leadership, innovative culture positively influences workplace digitalization. Further, innovative culture directly affects EE and indirectly through workplace digitalization, albeit partially. Transformational leadership directly influences EE but is insignificant through workplace digitalization.Practical implicationsThe findings suggest that organizations that wish to fast-track EE can cultivate an innovative culture to facilitate employees' acceptance of workplace digitalization and enhance EE.Originality/valueThe authors' research expands the interdisciplinary theoretical foundation on how employees' perception and acceptance of workplace digitalization add to EE by highlighting the roles of transformational leaders and innovative culture. The authors' research is among the first few investigating how transformational leadership and innovative culture affect EE in the presence of workplace digitalization. The authors also discussed workplace digitalization as a mediator to innovative culture–EE relationships.