This study reveals a new finding on the impact of reputation growth on crowdsourcing vendors’ sustainable performance in different modes of markets using fixed-effect panel data regression models. To this end, we extract data from a large Chinese crowdsourcing platform named zbj.com for the period of 2012–2014, which was a key stage for the establishment of market diversification. Based on different transaction modes, the study divides the markets on the crowdsourcing platform into task-based market (TBM) and employment market (EPM). By applying the multiple framework, the empirical results exhibit a negative and significant effect of vendors’ reputation on participation rate (PR) in TBM and EPM. At the same time, reputation also has a consistent effect on vendors’ revenue share (RS) of each market. Moreover, this study shows that the significant reputation impact on PR and RS of EPM will be, respectively, weakened and strengthened in fixed-price mode and customized mode when vendors participate more in large-scale projects. The findings suggest that the growth of reputation will promote market transfer of vendors, that is, showing different sustainability in different markets, which will lead to uneven development of the crowdsourcing markets. By adopting the perspective of transaction cost theory (TCT), this study elaborates and analyses these phenomena and derives corresponding policy implications.

This study aims to investigate the levels of COVID-19 risk perception (CVRP), job insecurity (JI), and emotional exhaustion (EE) among Chinese hospitality employees to examine the mediating effect of JI on the relationship between CVRP and EE. The moderating role of employee mindfulness (MF) and perceived employability (PE) have also be examined. Data were collected from 652 hospitality employees in Shandong and Jiangsu Province, China. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables. Significant relationships were found between hospitality employees’ CVRP and EE (β = 0.103, p < 0.01), CVRP and JI (β = 0.168, p < 0.001), and JI and EE (β = 0.378, p < 0.001). According to the results, the higher level of the CVRP of hospitality employees, the higher level of the EE. In addition, results showed mediating effects of JI on the relationship between CVRP and EE. This study also found that MF buffered the positive relationship between CVRP and EE. Therefore, in the era of COVID-19, an effective support system at the organizational level is necessary to reduce JI and EE of hospitality employees.