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The purpose of this paper is to integrate previous research findings on the factors which affect e‐learning effectiveness. To do this, a model is developed which proposes that the effects of individual learner characteristics and technology characteristics on e‐learning outcomes are partially mediated by the metacognitive learning processes in which the learner engages.

A survey of 914 individuals in an online introductory information systems course examines the relations between general computer self‐efficacy (GCSE), locus of control, age, peer interaction, technology reliability, social presence, media synchronicity, and metacognitive activity and the e‐learning outcomes of course, performance, course utility, and course satisfaction.

The results indicate that GCSE, age, social presence, reliability, media synchronicity, and metacognitive activity are related to course satisfaction and utility judgments. In addition, age, metacognitive activity, and reliability are related to course performance and interaction is related to satisfaction. Finally, metacognitive activity partially mediates the relationship between social presence, media synchronicity and satisfaction, and utility judgments.

This paper represents one of the first to investigate a model of e‐learning effectiveness which integrates research on metacognitive activity as well as the role of technology and trainee characteristics.

The purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper‐and‐pencil (P&P) approach.

A quasi‐experimental study is conducted comparing the reactions of a group of 83 employees evaluate with a traditional P&P PA instrument to the reactions of a group of 152 employees evaluated with an online version of the same assessment tool.

Employees rate with the online version reported significantly higher levels of rater accountability and employee participation than employees rate with the traditional instrument. They report no difference in perceived security of the ratings, utility of the ratings, or satisfaction with the PA. Online employees report significantly lower levels of quality for the PA ratings than traditional employees.

The paper is limited to employees in one organization and the variables examined. In the future, researchers should examine supervisor and human resource (HR) manager reactions to the system, additional individual difference variables, variables related to technology acceptance and use, and additional PA reactions.

The findings inform HR managers about how one sample of employees' reacted to an online appraisal. It is important for organizations to ensure all system users are well‐trained in how to provide quality ratings and feedback through the system.

This is the first quasi‐experiment comparing employees' attitudes toward an online administration of PA to a traditional P&P administration.

The purpose of this paper is to examine which factors influence the cross‐national organizational adoption of electronic human resource management (e‐HRM) in Europe.

Major general and contextual influence factors are derived and tested based on a large‐scale survey with a sample of 2,336 organizations in 23 European countries using logistic regression.

The findings first reveal that e‐HRM is a common practice throughout Europe since two‐thirds of all organizations have already adopted e‐HRM. Major general determinants of e‐HRM adoption are size, work organization, and configuration of HRM. In addition, there are major cross‐national differences in e‐HRM adoption, unexpectedly revealing Eastern post‐communist countries to lead e‐HRM adoption.

Abundance of general and scarcity of contextual factors imply that there should be further important factors of adoption not considered in this paper. Owing to its cross‐sectional character, the paper is not able to reveal findings of convergence or divergence of adoption over time.

HR professionals should be informed about the advanced state of e‐HRM adoption, while some general insights are offered which kind of organizations should take an adoption of e‐HRM into consideration.

This paper is a large‐scale sample‐based evaluation of cross‐national influence factors that drive organizational adoption of e‐HRM in Europe.

The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of this phenomenon, have begun to use the personal information available on SNWs to make hiring decisions. The purpose of this paper is to examine the feasibility of using applicant personal information currently available on SNWs to improve employment selection decisions.

A total of 378 judge ratings (63 raters×6 subjects) are evaluated to determine if raters can reliably and accurately determine the big‐five personality traits, intelligence, and performance based only on information available on SNWs. Interrater reliability is assessed to determine rater consistency, followed by an assessment of rater accuracy.

Based solely on viewing social networking profiles, judges are consistent in their ratings across subjects and typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts.

Human resource (HR) professionals are currently evaluating social networking information prior to hiring applicants. Since SNWs contain substantial personal information which could be argued to cause adverse impact, academic studies are needed to determine whether SNWs can be reliable and valid predictors of important organizational criteria.

This paper is the first, as far as the authors are concerned, to address the use of SNWs in employment selection, despite their current utilization by HR practitioners.

The widespread use of electronic mail (e‐mail) at work has prompted a growing number of companies to implement e‐mail policies to protect both business interests and the privacy of employees. However, very little is known about the effects of such policies on such outcomes for employees such as perceived invasiveness and fairness. Thus, the paper aims to consider these issues.

This paper uses a 2×2 experimental design and a sample of 592 employed internet users to examine the effects of e‐mail policy characteristics (i.e. policy restrictiveness and policy justification) on perceptions of invasion of privacy (invasiveness) and fairness.

Results indicate that policy restrictiveness has effects on both invasiveness and fairness, and that policy justification has an effect on fairness. In addition, privacy values are related to both invasiveness and fairness, and moderated the effect of policy restrictiveness on fairness.

Implications for practice and the integration of organizational justice and organizational privacy theory are discussed. In terms of practice, for example, the study's results have implications for the formulation and enforcement of policies concerning the use of e‐mail systems.

This paper is the first to consider the effects of e‐mail policies on employee reactions (i.e. fairness and invasiveness).

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.