Catering to the crowd: An HRM perspective on crowd worker engagement

Bush, John; Balven, Rachel McCullagh

doi:10.1016/j.hrmr.2018.10.003

Cited by 33 publications

(52 citation statements)

References 73 publications

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“…This study enriches the theoretical studies about the sharing economy from the perspective of gig employment. Certain previous studies have investigated gig workers' organizational trust, engagement, job satisfaction, and other job outcomes, but few studies have discussed organizational identification and performance [3][4][5]. Given that gig workers are employed by companies in the sharing economy without a long-term employment relationship, they may perceive that they have low job security.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…A few studies have investigated gig workers' perceived work-based social support, engagement, and job satisfaction [3][4][5], whereas workers' performance under gig employment has rarely been discussed. Nevertheless, it has been attracting researchers' attention to explore the driving mechanism of workers' performance from varied perspectives under traditional employment, from which psychological contract fulfillment (PCF) was regarded as a vital predictor of task performance [6,7].…”

Section: Introductionmentioning

confidence: 99%

“…Belongingness may strengthen willingness and motivation to increase effort and consequently influence a worker's level of engagement [15]. Gig workers' need for affiliation and connection is demonstrated to positively influence organizational identification and commitment [4], thereby influencing their task performance [5,16]. Prior studies have determined that organizational identification serves as an important mediator between psychological contracts and employees' in-role performance and service-oriented organizational citizenship behavior [11,17].…”

Section: Introductionmentioning

confidence: 99%

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Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Liu

Jiang

et al. 2020

IJERPH

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Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

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Section: Theoretical Implicationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Liu

Jiang

et al. 2020

IJERPH

View full text Add to dashboard Cite

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“…Echoing previous studies, we stress that even for digital labourers who work with no fixed employment, a career is an important aspect in understanding their vocational responses (Bush & Balven, 2018;Heaphy et al, 2018). In particular, our research implies that focusing only on job features such as flexibility, autonomy, and rewards (Oldham & Hackman, 2005) is insufficient to motivate and inspire meaningfulness among digital labourers.…”

Section: Practical Implicationsmentioning

confidence: 52%

Digital labourers’ proactivity and the venture for meaningful work: Fruitful or fruitless?

Wong

Fieseler

Kost³

2020

J Occupat & Organ Psyc

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Digital Labor, taking up flexible but small‐scale employment arrangements on online intermediary platforms, with few constraints on how much, when, and where work is performed, are becoming the new work reality for many individuals. Scholars have argued that this type of work is inherently demeaning. We seek to explore the worker’s perspective and how their long‐term perspective aligns or misaligns with their actual work arrangement. We draw on career construction theory and hypothesize a job–career congruence model suggesting that when workers’ cognitive presentations of their microwork as jobs or careers are incongruent, they are less likely to experience their work as meaningful. The results from a two‐stage field study of 803 workers from two microworking platforms support the negative effect of an incongruent job–career schema on workers’ experience of meaningful work. Additionally, results demonstrate that even workers who are proactive in nature, seem unable to excel in these fluid work settings when their job‐career schema are not aligned. Practitioner Points Contrary to what platform organizations may expect, digital labourers view crowdworking as both a job and a career, which in turn fosters meaningfulness. Careers are important aspect in understanding digital labourers’ understanding of their jobs and careers. Keeping this in mind, we would encourage platform organizations to: provide career development opportunities, instead of focusing on short‐term incentives. This would cultivate crowdworkers’ career outlook, cultivate job–career congruence, and help mediate issues related to lack of career prosperity in microwork design. recognize aspirational career elements, such as career ladders, employability, and work–life balance to reduce possible exploitation in this employment area. Focusing only on job features such as flexibility, autonomy, and rewards is insufficient to motivate and inspire meaningfulness among digital labourers. provide training focused on career adaptability. This may attract relevant talent and platforms may benefit from providing training opportunities in the long term.

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“…This has led HR practitioners adopting “arm's length” practices and policies of purposeful exclusion (Dundon & Rafferty, 2018). There is also the widely acknowledged gap between existing behavioral research and frameworks based on assumptions of standard employment and their theoretical and practical value when applied to nonstandard work arrangements (Bush & Balven, 2018; Guest, Isaksson, & De Witte, 2010; Pichault & McKeown, 2019). As Cascio and Boudreau (2017) note, investigation of TM within nonstandard work is nearly nonexistent.…”

Section: Introductionmentioning

confidence: 99%

Independent professionals as talent: Evidence from individual views of working as a contractor

McKeown

Pichault

2020

Human Resource Management

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In this article we challenge the assumption that independent professionals (IPros), that is professionals who work as contractors, freelancers, and self‐employed individuals, are not within the remit of talent management (TM) theory and practice. The TM literature is almost exclusively focused on traditional employees and largely ignores the external workforce, even if like IPros, they epitomize high‐value talent. Moreover, much of the TM literature takes an organizational perspective while the individual perspective remains marginal. Advancing the notion of institutional factors in the macro environment suggested by King and Vaiman, we draw on interviews with 52 IPros in two contrasted institutional contexts to provide an agentic view of TM from outside of the standard employment relationship. Our findings reveal the importance of volition, emotional stability, internal locus of control, and self‐efficacy play in IPros effectively managing personal TM strategies. These strategies allow IPros to overcome the empowerment/powerlessness tensions Daubner‐Siva et al. call the “talent paradox.” Importantly, the results do not vary between the two national contexts, suggesting that embracing a “total TM” strategy, attentive to the personal characteristics of talent, regardless of the regulatory issues linked to employment status, will produce superior outcomes for all.

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Catering to the crowd: An HRM perspective on crowd worker engagement

Cited by 33 publications

References 73 publications

Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Digital labourers’ proactivity and the venture for meaningful work: Fruitful or fruitless?

Independent professionals as talent: Evidence from individual views of working as a contractor

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