Gig workers are a growing portion of the workforce and of increased interest to researchers. Recent reports suggest one in four workers is involved in gig work to some extent. Additionally, gig work has been a trending topic in organizational psychology for the past few years; however, our systematic literature review revealed the need for more attention to address definitional ambiguity and consider the intricacies of gig work. Specifically, this article identified the following gaps in the extant literature: the need for a comprehensive definition of gig work, the creation of profiles to differentiate gig workers, and the application of organizational psychology theories to explain gig workers’ experiences. This conceptual article addresses these gaps by providing clarity with a definition for gig work that captures both the primary (e.g., shared by all gig workers) and secondary (e.g., shared by some gig workers) characteristics of gig work. Further, this article describes five gig worker profiles (i.e., Gig Service Providers, Gig Goods Providers, Gig Data Providers, Agency Gig Workers, and Traditional Gig Workers) based on combinations of secondary characteristics to identify different types of gig work. Using the definition provided in this article and applying the Job Demands-Resources (JD-R) model, propositions were developed to compare gig worker profiles based on the job demands and job resources they experience. Thus, this article serves as a foundation to advance the literature through a consistent definition of gig work that paves the way for future research to better understand gig workers through the JD-R model.

No abstract

No abstract

Job insecurity is a pervasive and impactful global concern, eliciting stress and affecting the health and well-being of employees worldwide. The present study ( N = 679) examined the relationship between job insecurity and health and well-being and the moderating role of economic dependence and job satisfaction. When workers depended on their job as a source of income or when they were highly satisfied with their work, the relationship between job insecurity and health and well-being was exacerbated. The findings shed light on the complexities of individual variability in the relationship between job insecurity and health and well-being.