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This paper intends to explore the significant growth and multifaceted benefits of e-learning within the technology sector in Middle Tennessee, particularly in the transformative context of the COVID-19 pandemic. It seeks to highlight the fundamental shift from traditional training methods to e-learning modalities and emphasize the potential of e-learning to revolutionize technical skill development and expand learning opportunities in the post-pandemic era.

The study employs a comprehensive review of existing literature to glean insights into the use and effectiveness of e-learning in the technology industry, particularly within Middle Tennessee. It synthesizes research findings to understand the growing preference for e-learning and online self-directed training as primary methods for technical skill development in the technology sector.

The literature review reveals a growing trend toward e-learning in the technology industry, driven by its flexibility, accessibility, and ability to rapidly update training materials. E-learning is increasingly integrated into academic programs related to technology, preparing students for the evolving job market. The COVID-19 pandemic has further highlighted the necessity for adaptable and resilient training methods, reinforcing the pivotal role of e-learning in the industry.

This paper contributes to the understanding of the expansion and impact of e-learning in the technology industry in Middle Tennessee, especially in light of the COVID-19 pandemic. It provides valuable insights for organizations and educators on the significance of e-learning in addressing the training needs of the technology workforce and its potential to shape the future of education and skill development in the region.

This paper aims to investigate the role of virtual training in supporting Sustainable Development Goals (SDGs) and reducing workforce inequalities. It analyzes both the advantages and challenges of integrating virtual training within sustainable development frameworks and the circular economy, underlining its crucial role in transforming workforce strategies and enhancing economic and social progress.

The study uses Becker’s human capital theory (1964) and Bandura’s social learning theory (1977) to explore the impact of virtual training on human capital development and its contributions to specific SDGs. This integrated approach provides a detailed exploration of how virtual training intersects with sustainable development initiatives.

The findings highlight the pivotal role of technology in training and development, particularly in the post-pandemic landscape. Virtual training significantly enhances global collaboration, inclusivity and sustainability. It highlights the necessity of adapting corporate training practices to digital environments, thereby improving the quality of education, advancing gender equality and stimulating economic growth.

This paper presents unique perspectives on the influence of workplace training in the post-pandemic era, focusing on technological integration. It discusses how such integration supports diversity, equity and inclusion within the workforce and highlights the essential role of virtual training in promoting organizational flexibility and enhancing employee skills amidst ongoing digital transformations.

As public accounting firms continue to leverage technology to retain and recruit employees, options for flexible work arrangements (FWAs) expand. However, offering FWAs may not be enough. This study aims to investigate the influence of FWAs on perceived peer resentment and turnover intentions in public accounting. A mediation effect of perceived peer resentment between types of FWAs used and turnover intentions is explored.

The analysis is based on survey data collected from a total of 212 respondents currently or recently working in public accounting. Hypotheses have been tested using ordinary least squares regression and the PROCESS macro in SPSS.

Study findings indicate that the number of types of FWAs used and perceived peer resentment positively influence turnover intentions.

This study explores developments in retaining and recruiting employees when public accounting firms implement FWAs. In particular, it discusses a new potential unintended consequence, perceived peer resentment toward employees using FWAs.

Public accounting firms that seek to retain and recruit top talent must go beyond offering various forms of FWAs if they intend to reduce turnover in their firms. This study provides evidence that peer relationships play a greater role in the turnover intention process when FWAs are used.

This study is among a few which examine the variable perceived peer resentment in relationship to FWAs and its influence on turnover in public accounting firms.