The rise of digital culture has fundamentally changed the way people learn in higher education. Online platforms, digital learning materials and various e-Iearning tools have become commonplace, significantly changing traditional learning methods. Access to information for students has never been easier: online courses, interactive videos and webinars allow flexible and personalised learning. At the same time, learners are moving from being passive recipients to active participants, as the use of interactive content and collaborative learning tools becomes more widespread. Digital methods offer new ways of acquiring and processing knowledge. Tools such as virtual reality (VR), artificial intelligence (AI)-based tutors and gamification-enhanced learning systems increase motivation and allow for a more personalised approach to learning materials. Higher education institutions are also increasingly open to innovation, with the introduction of online learning platforms and hybrid teaching models gaining ground. Through this transformation, higher education is no longer limited to classroom learning but is becoming a global process in the digital space. Our article explores these issues using our concrete tacit knowledge and experiences from higher education courses.

This study examines how employees’ psychological capital relates to workplace stress and mobbing (also known as workplace bullying) across three European countries. Stress has become an increasingly dominant issue globally since the second half of the 20th century, moving from clinical contexts into public awareness. It is now recognized as a significant health risk factor, particularly in work environments. While positive forms of stress (eustress) can enhance performance, chronic workplace stress is linked to serious mental and physical health problems. This study investigates the relationship between psychological capital (PsyCap), workplace stress, and mobbing among employees in Germany, Austria, and Hungary. Based on a cross-sectional survey (N = 89), the research applied validated instruments (PCQ, PSS-10, COPSOQ II) to measure PsyCap, perceived workplace stress, and experiences of mobbing. Results show a high average PsyCap level (M = 4.64, SD = 0.70) and a moderate perceived workplace stress level (M = 2.73, SD = 0.62) across the sample. A strong negative correlation was identified between PsyCap and workplace stress (r = −0.573, p < 0.001), while a moderate positive correlation was found between workplace stress and mobbing experiences (r = 0.323, p = 0.002). Although PsyCap moderated stress levels, it did not significantly moderate the relationship between mobbing and perceived stress. These findings emphasize the role of PsyCap in reducing workplace stress and underline the necessity of organizational interventions in promoting psychological resilience and mobbing prevention. The results also indicate a need to further examine the causal relationship between mobbing, stress, and PsyCap.