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The Rise of the “Gig Economy” and Implications for Understanding Work and Workers
Abstract
Bergman and Jean (2016) include freelancers as one of the categories of workers who are understudied in the industrial and organizational (I-O) psychology literature. This neglect is particularly striking given the attention paid by the popular media and by politicians to the rise of the “gig economy,” comprising primarily short-term independent freelance workers (e.g., Cook, 2015; Kessler, 2014; Scheiber, 2014; Warner, 2015). This may be due in part to challenges involved in accessing and researching this population, as discussed by Bergman and Jean, but it may also arise from complexities in defining and conceptualizing freelance work, as well as from misunderstandings about the nature of the work now performed by many people who are considered freelancers. Major topics of interest to I-O psychologists such as organizational attraction, job satisfaction, and turnover may seem at first glance to lack relevance to the study of workers who are officially classified as self-employed. But there is substantial opportunity for I-O psychologists and other behaviorally oriented organizational researchers to contribute to our understanding of the growing number of people who earn all or some of their income by freelancing.
... Full-time jobs with one employer during all or a substantial part of one's career are not the norm [2,3]. There is an increase in job switching (churn) either voluntarily or involuntarily [4,5], and there are an increasing number of individuals working primarily as short-term independent freelance workers [6]. Layered onto these work career vicissitudes is the undeniably unprecedented pandemic of SARS-CoV-2 (COVID-19) that burst upon the world in 2020 and continues to impact how we live and work [7]. ...
... Whether individuals are either job-hopping to escape from a negative situation, to accelerate their career, or because they were laid-off or find themselves part of the independent workforce, few explore the complexities of interactions among their intrapersonal traits, needs, and abilities [2,9] to proactively build and navigate work careers. There is substantial opportunity for researchers to contribute to our increased understanding of job satisfaction as a motivator in navigating work careers [6,11]. Prior research on job satisfaction partially recognized the role of individual personality and attitudes in the workplace [12,13]. ...
... Understudied is the topic of job satisfaction, where an increasing number of workers are either voluntarily or involuntarily job-hoppers, are independent workers, or face changes in work due to the pandemic. This may be due, in part, to accessing and researching this work population, but it may also arise from confusions by many about the current nature of the work accomplished and their career choices [6,7]. ...
This study examines navigating work careers through self-concept (locus of control and work values ethic) and job satisfaction within the postindustrial work environment of the 21st century. Career construction theory conceptualizes one’s career as a process of responding to a changing environment through self-concepts to more actively construct their careers. The SARS-CoV-2 (COVID-19) pandemic further highlights the importance of individuals’ self-leading their work journeys. The study indicates that work values ethic is an important variable in further explaining the relationship between locus of control and job satisfaction in our sample. When the effect of work values ethic is removed, the association between locus of control and job satisfaction is insignificant. We expect this research to spur further efforts by individuals to improve their understanding of the intricacies among their intrapersonal traits, needs, and abilities to better navigate their work careers with application to newly defined workplaces as a result of COVID-19. Our results also inform the practice of career education and counseling.
... While the organizational sustainability of platforms has, to date, been mainly considered from the perspectives of technology (Sutherland & Jarrahi, 2018) and human resource management (Kuhn, 2016;Kuhn & Maleki, 2017), some authors have recently highlighted challenges related to skills, which are critical in a 'knowledge economy'. For Fleming (2017), uberization will necessarily raise problems of quality and client trust by shifting the responsibility and cost of training onto workers. ...
... Others investigate the risks of increased precariousness for platform workers (Friedman, 2014;Graham et al., 2017;Wood et al., 2019) and the risks of an overall deskilling of the population (Fleming, 2017) that accompanies the rise of micro-work (Casilli & Posada, 2019). Some authors have sought to characterize different types of dependency relationships on platforms (Kuhn, 2016;Kuhn & Maleki, 2017), while others 39 Understanding uberization through a cognitive sustainability lens have highlighted the risks of the exploitation of the independent workforce caused by the modes of mobilized control (Gandini, 2019;Moisander et al., 2018;Roberts & Zietsma, 2018;Rosenblat & Stark, 2016) as well as the identity responses induced Petriglieri et al., 2019). ...
... To date, the issue of organizational sustainability has been explored to a much lesser extent. It has mainly been approached from two angles: the nature and mediating role of the technology mobilized by platforms (for a review see Sutherland & Jarrahi, 2018) and the 'HR' perspective concerning the satisfaction and commitment of the self-employed population (Kuhn, 2016;Kuhn & Maleki, 2017). Fleming et al. (2019) also argue that platforms, by placing the burden of training on individuals, will necessarily lead to problems of quality, security and client trust. ...
While digital labour platforms are booming, their ability to constitute a sustainable alternative to the managerial firm and to salaried work is questionable. To date, this debate has been approached mainly from legal or political angles, and the organizational sustainability of such platforms remains underexplored. We respond to calls to study more specifically the cognitive capabilities of platforms by mobilizing knowledge-based theories of the firm. We contribute to the literature in three ways: (1) we introduce the concept of ‘cognitive sustainability’, which we define as the capacity to ensure the integration, conservation and creation of knowledge; (2) we develop a set of propositions aimed at identifying the activities that platforms are most likely to carry out in a cognitively sustainable way; (3) we argue for the possibility of an increased hybridization of digital labour platforms to perform complex activities. Mobilizing knowledge-based theories of the firm to explore new objects such as platforms and taking such hybridization processes into account adds to this body of literature by extending its application domain and taking a more dynamic perspective.
... Digital labor platforms can thus serve as a new source of skilled digital workers for IT jobs [9]. Another aspect of importance to the IT field is that technology plays an important role in mediating gig work, as gig workers organize their work online via digital platforms [6,10]. In addition, skills in IT are quickly becoming obsolete due to rapid technological change [11]. ...
... The potential new source of qualified digital workers for IT jobs should be investigated in the future. Due to the described fact that gig work is organized via digital platforms in a technology-mediated manner, the role of the platforms in the ecosystem of the gig economy and the effects of this work through IT must also be specified [6,10]. ...
... The work context in the gig economy consists primarily of temporary employees, and an increasingly large part of the workforce consists of people who are either loosely linked to an organization or sell directly to a market [3,10,[26][27][28]. As a result, more and more workers are no longer employed in classic "jobs" with a long duration of employment and a constant connection to a company. ...
In recent years, the gig economy has changed the way many people work. This research phenomenon has attracted scientists from many different fields to an emerging field of research. Given the actuality of the topic and diversity of perspectives, there is a great need to collect and connect research findings that serve as a basis for future discussions. Starting with a collection of 139 publications on the gig economy, gig work and related terms, we identify some trends in the literature and the underlying research interests. In particular, we organize the literature around the concept of the gig economy in terms of gig workers, gig work, and digital platforms, and draw several interesting insights from the literature. Finally, we identify important gaps in the existing literature on working in the gig economy and provide guidance for future research.
... In Berg's study (2016), low pay has been a main and recurring complaint among respondents [5]. Additionally, a survey by Freelancers Union showed that 40% of freelancers reported experiencing being paid late or not at all in the previous year (Kuhn, 2016) [9]. Take typical low-income families as an example. ...
... Gig workers do not regard it as a career. Some would see their current work as a temporary choice; others may regard it as a minor part of their income (Kuhn, 2016) [9]. At the same time, digitalization contributed to a more precise division within the company in all aspects of the production and producing process. ...
... Gig workers do not regard it as a career. Some would see their current work as a temporary choice; others may regard it as a minor part of their income (Kuhn, 2016) [9]. At the same time, digitalization contributed to a more precise division within the company in all aspects of the production and producing process. ...
... Nesse contexto, estudiosos destacam as vantagens da ausência dos trabalhadores submeterem-se à hierarquia funcional (STOREY et al., 2005) e liberação da necessidade de se fidelizarem por muito tempo a uma única atividade (KUHN e MALEKI, 2017;GHERARDI e MURGIA, 2013). Desse modo, o trabalho nas plataformas apresentaria vantagens para indivíduos que desejam ter controle sobre o tempo de trabalho, como aqueles que não podem desempenhar funções em tempo integral ou outro que procuram diversificar as fontes de renda (KUHN, 2016). Esses argumentos explicam por que esses tipos de trabalho têm prosperado em contexto de crise econômica continuada (MASELLI et al., 2016). ...
... O principal elemento que os oponentes ou críticos do chamado "capitalismo de plataforma" (SRNICEK, 2017) enfatizam é a precarização e instabilidade das relações de trabalho (FROST, 2017;KUHN, 2016;WOOD et al., 2019). Autores afirmam que essas atividades não propiciam oportunidades de ascensão profissional e formação de carreiras laborais ascendentes (PETRIGLIERI et al., 2019) e que o limitado potencial de que ganhem algo além de recompensas monetárias imediatas levanta sérias questões sobre a sustentabilidade e prosperidade dessas funções a médio e longo prazo (KOST et al., 2020). ...
... Today, as technology and automation eliminate or change many jobs, the labor market is transforming in parallel (Worldbank, 2018). The recent rise of the gig economy has created a series of opportunities for freelancers to find short-term jobs, which they define as gigs, and for employers to find workers on demand (Kuhn, 2016). However, Spreitzer et al. (2017: 480) state that we should not expect temporary jobs in the gig economy to be experienced like other contract jobs. ...
... The gig economy is a model that enables money exchange between freelancer and companies through digital labour platforms that facilitate the effective use of short-term and task-based payment method between service providers and customers. In the gig economy, freelancer serve multiple clients at varying hours from their home or co-working spaces, rather than working full-time in a single employer's workplace (Kuhn, 2016). ...
In the current industrial and organizational psychology literature, predominantly salaried, paid, permanent and full-time workers in a given workplace and in a given time period are represented. However, in recent years, it has been observed that new forms of self-employment have emerged on digital labor platforms and their numbers have increased gradually. This article explores the push/pull motivations for working in the gig economy, drawing on previous research on entrepreneurial motivation, a field associated with self-employment. In this study, mixed method was used as data collection technique. In the quantitative stage of the research, a questionnaire was conducted with 117 people, and in the qualitative stage, semi-structured interviews were conducted with 12 people. Survey data in the SPSS 20.0 program, qualitative data were analyzed descriptively. As a result, it was understood that the most prominent motivation factors of freelancers are independence, success motivation and flexibility. The gig economy offers workers the opportunity to work flexibly by allowing them to organize their own work schedules and control their labor processes, as opposed to optimistic portrayals of a flexible economy. In addition, it is seen that freelancers feel free from friendship relations and feel excluded and isolated from other people.
... With the rise of the platform economy, online freelancing platforms (OFPs) have increasingly been established and have substantially changed the way people work (Kuhn, 2016). ...
... Freelancers and clients work interactions are typically short-term and projects-based, without any long-term or employment relationship (Kuhn & Maleki, 2017). The entire work process (e.g., application, communication, delivery of work results, payment, etc.) is conducted remotely, mediated by the online platform (Kuhn, 2016). Thus, OFPs act as a central virtual intermediary between the two independent actors and facilitate the work process from beginning to end. ...
... outsourcers) of the quality of their creative work, which is often challenging, due to the lack of interaction with and/or feedback from the outsourcers Gamber et al., 2022;Wong et al., 2021). Digital workers, defined as gig workers or crowdworkers (Kuhn, 2016), are platform-mediated but often self-employed, engaging in either complex problem solving or conducting routine tasks via the Internet (Gandini, 2019;Palacios et al., 2016). These workers are considered an important and growing source of organizational innovation through which outsourcers obtain ideas, services and content from the online community (Bergvall-Kåreborn & Howcroft, 2014). ...
... The emergence of information and communication technology has vastly changed many aspects of creative work (Schörpf et al., 2017). Particularly, the steadily growth of digital work on the Internet (Ceccagnoli et al., 2012;Kuhn, 2016) creates new forms of work in the labour market. Digital labour platforms introduced platform-mediated interaction between outsourcers and digital workers, establishing a new format of employer-employee relations (Barnes et al., 2015). ...
This paper examines the psychological mechanism by which digital workers translate self‐rated creativity into other‐rated creativity (novelty and usefulness). Specifically, we explore digital workers' creative self‐efficacy as an explanatory mechanism while we investigate psychological entitlement as a boundary condition. We test our research model on a sample of digital platform workers (245 working professionals on Amazon Mechanical Turk) and 167 digital experiment participants. The results of both studies converge in supporting the moderated‐mediation model leading up to novelty as a criterion of creativity, but not usefulness. Implications for the study of creativity and digital work are discussed.
... The terms gig work and gig workers have been widely used across many jobs and industries to refer to a range of nonstandard employment arrangements (e.g., Butler & Stoyanova Russell, 2018;Healy et al., 2017;Kuhn, 2016). Our review identified 78 definitions in the 243 articles, which overlap but are not identical (see Table 7, for examples). ...
... A gig worker does not have a standard job Sessions et al., 2021). Finally, we view "nonstandard work" as a broader category than gig work (Ashford et al., 2007;Kuhn, 2016), as it also includes both telecommuting and part-time jobs. In short, all gig workers could This document is copyrighted by the American Psychological Association or one of its allied publishers. ...
This paper reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the traditional psychological contract has been altered for both organizations and gig workers, and detail the impact of that new contract on gig workers. Specifically, organizations deconstruct jobs into standardized tasks and gig workers adapt by engaging in job crafting and work identity management. Second, organizational recruitment of gig workers alters the level and type of commitment gig workers feel towards an employing organization. Third, organizations use a variety of non-traditional practices to manage gig workers (e.g., including by digital algorithms) and gig workers adapt by balancing autonomy and dependence. Fourth, compensation tends to be project-based and typically lacks benefits, causing gig workers to learn to be a “jack-of-all trades” and learn to deal with pay volatility. Fifth, organizational training of gig workers is limited and they adapt by engaging in self-development. Sixth, gig workers develop alternative professional and social relationships to work in blended teams assembled by organizations and/or adapt to social isolation. Challenges associated with these practices and possible solutions are discussed and we develop propositions for testing in future research. Finally, we highlight specific areas for further exploration in future research.
... Online working platforms virtually connect a dispersed set of self-employed workers with various clients around the globe (Kuhn 2016). They give clients easy access to an on-demand workforce with high flexibility. ...
... Thus, having a well-qualified and broad user base of workers is critical to the business model, making worker retention a key aspect in ensuring their competitiveness (Durward et al. 2016). A key issue in recent literature on platform work among information system scholars (Durward et al. 2020) and organizational psychologists (Kuhn 2016) has been the question on how to provide a platform environment that gives workers an effective and positive work setting which keeps them motivated and thus active. The relevance of reducing platform turnover is reinforced by the fact that switching platforms is easy since without formal employment relationships workers can simply register on a different platform if they experience a given environment as non-beneficial (Song et al. 2020). ...
This study investigates how supportive social relationships experienced by workers on online working platforms counteract their platform turnover. Keeping workers active and reducing turnover is a key challenge in platform work. Still, to date our knowledge on retaining workers is limited. Organizational literature concludes that supportive organizational environments are strong predictors of reduced turnover. Although platform work lacks organizational social environments, studies shed light on the social context digital platforms do provide within their platform ecosystems. Building on social identity and social exchange theory, I investigate how supportive relationships experienced within this ecosystem reduce platform turnover. Drawing on a two-wave survey with 652 workers, I found that the platform ecosystem’s social support (particularly from the platform provider and from virtual peer communities) shapes workers’ affective commitment to the platform, which reduces turnover intentions. From an ecosystem perspective these findings make several contributions to the social dynamics in platform work.
... Mesela, ulaşım (Uber/Lyft), teslimat (Deliveroo), temizlik (Helpling), evde kendin yap (TaskRabbit) gibi platform çalışmaları gig ekonomisi içerisinde yer almaktadır (Meijerink ve Keegan, 2019). Upwork ve Amazon Mechanical Turk gibi uzaktan çalışma piyasaları site tasarımı, veri girişi yapma veya fotoğraf etiketleme gibi işler için saatlik ya da parça başına ödeme ile dünyanın her yerinden serbest çalışanları istihdam etmektedir (Kuhn, 2016). Serbest çalışanları ve müşterileri dijital olarak birbirine bağlayan bu çevrimiçi platformları kullanan gig ekonomisi ile geleneksel emeğin yeni bir biçimini ortaya çıkmıştır (Harris, 2017). ...
... Gig tabanlı çalışma olarak ifade edilen esnek çalışma türü son yıllarda ilgi konusu olmuş ve ne tam zamanlı istihdamla ne de geçici istihdamla bağdaştırılabilmiştir (Friedman, 2014). Koşullu iş türlerinin bir melezi olarak kabul edilen gig tabanlı çalışma, çeşitli sektörlerde internet tabanlı platformlar aracılığıyla sunulan birkaç dakikadan birkaç haftaya kadar süren kişisel hizmetleri ve projeleri kapsamaktadır (Kuhn, 2016;Minter, 2017;Collier, Dubal ve Carter, 2017 ). Dijital platformlar serbest çalışanlar ve serbest çalışan talep eden müşteriler arasındaki ticari ilişkileri sağlayan işi organize etmenin ve hizmet sunmanın yeni bir yolu olarak görülmektedir. ...
... Although crowdworkers are not integrated directly within an organization and one might argue that any investment in a crowdworker-requester relationship is unnecessary, because crowdworkers do not miss social attachment or leadership at all, we presume HRM practices and leadership remain important within the given context [6][7][8]. Accordingly, we aim to show that phenomena such as organizational identification, engagement and commitment must be examined within environments of new, particularly digital or nonstandard forms of work [9][10][11][12][13]. ...
... Crowdwork enables requesters to outsource various tasks without establishing a long working relationship [13]. Hence, crowdworkers operate mainly as self-employed agents with a high degree of autonomy and flexibility [20,25]. ...
Crowdwork is a relatively new form of platform-mediated and paid online work that creates different types of relationships between all parties involved. This paper focuses on the crowdworker-requester relationship and investigates how the option of receiving feedback impacts the affective commitment of microworkers. An online vignette experiment (N= 145) on a German crowdworking platform was conducted. We found that the integration of feedback options within the task description influences the affective commitment positively toward the requester as well as the perceived requester attractiveness.
... ii. Kurumsal Güven ve Şeffaflık -E-lancingi geleneksel yüklenicilik, outsorcing/offshoring, kitle kaynak kullanımı gibi iş anlaşmalarından para biriktirme ve ücret hırsızlığı gibi zorluklar konusunda ayıran bir faktördür (Kuhn, 2016). Mesela, MTurk'taki müşteriler tatmin edici buldukları herhangi bir iş için açıklama yapmadan ödemeyi durdurabilirler. ...
... Koruma -E-lancerlar, işyeri kazalarına ve yaralanma riskine açık değillerdir. Bunun aksi olarak, bağımsız ve profesyonel yükleniciler ayrımcılık karşıtı istihdam mevzuatı ve güvenlik ağı programları tarafından kapsanmayan ücretli hastalık izni eksikliği zafiyetliyle karşılaşmaktadırlar. (Kuhn, 2016). ...
İş kavramı, sadece topluma nasıl katkıda bulunduğumuz ve katıldığımızın
merkezinde değil, aynı zamanda ekonomik katılım ve
sosyal tanımlama için de güçlü bir mekanizmadır. Yapay zekâ,
robotik ile internet, dijitalleşme ve 4. endüstri devrimi ile ilişkilendirilmektedir.
Fakat aslında bu devrim, nasıl yaşadığımız,
öğrendiğimiz ve kazandığımız ile ilgili olmaktadır. Bu nedenle,
işin geleceği tamamen esneklik ve kendini yeniden icat etme
yeteneği ile doğrudan ilgilidir. Bir işte ömür boyu istikrarlı bir
şekilde çalışmaya yönelik geleneksel arketip yavaş yavaş kaybolmakta
ve yerini “Elektronik Lancing” (e-lancing), “Online
Freelancing” ve/veya “İnternet Freelancing” adı verilen daha
esnek kısa vadeli güvencesiz iş düzenlemesine bırakmaktadır.
E-lancing aynı zamanda ölü sermayenin ve koma halindeki insan
sermayesinin World Wide Web’in soy kütüğü bağlamında
dirilişini temsil etmektedir. Değerlerimiz, normlar, kültürel kurumlar
ve eğitim sistemleri geleneksel işçiler yaratmak için tasarlanmıştır.
E-lancing iş modeli, geleneksel iş algılarını, normlarını,
kurumlarını ve düzenlemelerini değiştirme eğilimindedir.
Bu bölümde e-lancing ve diğer hibrit iş modelleri açıklanmakta,
e-lancerlerın sınıflandırılması, e-lancingin zorlukları, fırsatları
ve etkileri tartışılmaktadır.
... The academic literature does not provide a clear consensus on how online outsourcing via Internet platforms should be developed [123,167]. However, in this paper, online crowdsourcing work is referred to as gig work, and individuals who perform these digital tasks are referred to as gig workers [88]. These individuals are platform-mediated, though often self-employed and engage in either solving complex problems or performing menial routine tasks online [118]. ...
... In terms of the process by which gig workers produce creative ideas, the existing literature shows that the rapid and complex cognitive assimilation of information required for their creativity is heavily dependent on their self-regulated creative processes and outcomes, though being exposed to a lack of external inputs [25,78]. New labor market forms [88] challenge new ways of thinking, including an imperative for gig workers to generate various important creative outcomes and move beyond the already established ways of performing their work [13,142]. ...
Technology has facilitated platform-mediated work, and individuals are often encouraged to engage with technology using various digital solutions. However, for platform workers, the use of technology can lead to digital overload, which may negatively impact their burnout and performance. In this paper, we examine the interplay between individuals’ cognitive absorption in technology and technology overload in predicting gig workers’ creative output. Using empirical data from 263 Amazon Mechanical Turk platform workers, we show that cognitive absorption positively predicts gig workers’ creativity. However, moderated-mediation analysis shows that in the case of high technology overload, cognitive absorption with technology leads to burnout and reduces creativity levels of the workers
... Because a competent pool of experts generates demand for platforms, freelancing platforms must consider these parttime employees. It is simple for freelancers to migrate from one platform to another because the cost of switching is little [21]. In order to be competitive in the freelancing business, the platform must build strong and long-term relationships with freelancers, as well as establish tactics for attracting and retaining freelancers. ...
This paper aims at supporting freelancing and self-employment among information technology service providers, particularly newcomers, by allowing them to use the internet's broad reach to find jobs both inside and outside their location. The ongoing growth in unemployment in Nigeria has impacted every sector of the economy, including the delivery of information technology services. There are many skilled persons in the industry, but possibilities appear to be limited. This is due to the lack of specific platforms for information technology service providers to offer their services, which makes it difficult for potential clients to find a service provider to accomplish their work. This dilemma prompted the construction of a dedicated platform, which would serve as a one-stop shop for both an information technology service provider and a potential client, bridging the gap between them. The object oriented analysis and design methodology (OOADM) was employed in this research, and HTML, CSS, PHP, MySQL, and JavaScript were used to design the application in order to achieve a high level of scalability and platform performance. It is simple to use and allows service providers on the platform to operate freely without being charged a percentage of their earnings. This paper will be of immense benefit to the unemployed, masses and the Government.
... Because a competent pool of experts generates demand for platforms, freelancing platforms must consider these parttime employees. It is simple for freelancers to migrate from one platform to another because the cost of switching is little [21]. In order to be competitive in the freelancing business, the platform must build strong and long-term relationships with freelancers, as well as establish tactics for attracting and retaining freelancers. ...
This paper aims at supporting freelancing and self-employment among information technology service providers, particularly newcomers, by allowing them to use the internet's broad reach to find jobs both inside and outside their location. The ongoing growth in unemployment in Nigeria has impacted every sector of the economy, including the delivery of information technology services. There are many skilled persons in the industry, but possibilities appear to be limited. This is due to the lack of specific platforms for information technology service providers to offer their services, which makes it difficult for potential clients to find a service provider to accomplish their work. This dilemma prompted the construction of a dedicated platform, which would serve as a one-stop shop for both an information technology service provider and a potential client, bridging the gap between them. The object oriented analysis and design methodology (OOADM) was employed in this research, and HTML, CSS, PHP, MySQL, and JavaScript were used to design the application in order to achieve a high level of scalability and platform performance. It is simple to use and allows service providers on the platform to operate freely without being charged a percentage of their earnings. This paper will be of immense benefit to the unemployed, masses and the Government.
... Technological development promotes the formulation of new organization structuring, such as project-based organizations, which consist of a problem-solving approach (Bredin & Söderlund, 2011). This type of organization encourages the establishment of e-lancing or an online platform that hires short-term independent freelance as contractual employe (Kuhn, 2016;Waschull et al., 2022). It allows organizations to form a new structure, such as a virtual workplace or virtual organization (Hertel et al., 2005) also known as digital platforms (Harris, 2017). ...
Technological changes have transformed the way organizations used to operate. The gig economy and digital labor have made it easier for employers to find cheap labor; it becomes essential to understand how this might influence workers' livelihoods. This employment relationship between an employee (gig worker) and the employer has reduced the bargaining power of a digital worker (contractual employee) and left them at the mercy of the employer or digital labor platform. This paper aims to identify that the traditional role of HR is no longer viable. After finalizing an initial list of search words, a literature review was carried out to achieve the study objective. Search terms include 'digitalization', 'gig worker', 'digital worker', 'online digital platform'. The researchers independently reviewed the titles and abstracts of all the identified articles and critically examined the article information. Hence, in the light of the HR Role Model and Technology Acceptance Model, it is proposed that HR needs to take the initiative as a strategic business partner, understand their role as a change agent and develop technological expertise. Future researchers are invited to explore HR attitudes and behavior towards technology acceptance and their ability to adapt and accept the gig economy. The practical implication of this study is to help HR in formulating new policies and procedures to act as an employee advocate and ensure that the digital platform would not exploit employees by realizing their potential as HR personnel.
... Even though it is difficult to calculate the gig economy's size (CIPD, 2017), the sharing economy or gig economy term has been studied widely in many fields, especially in business and economics (Sutherland & Jarrahi, 2018). The gig economy usually refers to short-term independent freelance work with an organisation (Kuhn, 2016). With technological advancement, the e-hailing company creates many opportunities for gig workers to work with them flexibly. ...
The negative impact of the COVID-19 pandemic has given people the opportunity to move forward. The increasing number of app-based online ordering systems creates significant job opportunities for freelancers and the jobless impacted by the COVID-19 pandemic. The scenario has brought about a Gig-economy in the Malaysian context. This study aims to examine and explain consumers’ behavioural usage of e-hailing food delivery applications in Malaysia using the Technology Acceptance Model (TAM). One hundred respondents completed the structured survey questionnaires. The study found that perceived usefulness and perceived ease of use positively affect the behavioural intention to use e-hailing food delivery applications. Besides, behavioural intention also positively affects actual usage. The study suggests that the government or policymakers could give more attention to this fast-growing industry.
... JMP These platforms offer a new way of organizing productive work by acting as the digital intermediary between several parties in the gig economy, such as the employer, workers, suppliers (like restaurants in the case of UberEats) and consumers (Gramano, 2019). With various types of gig work currently existing in the gig economy, prior literature has classified them as contingent work types and forms of contract work (Kuhn, 2016). The current discussion of gig work is limited to those that fall into two classifications offered by Duggan et al. (2020) namely, appwork (in which the platform is a service-providing intermediary where algorithms mediate work and customers pay for services offered locally, e.g. ...
Purpose
As conventional practices of working continue to be modified in the gig economy, more theoretical work examining the experiences of gig workers is needed. Relying on person-based fit and levels of analysis literature, this paper proposes an adaptation to the traditional Attraction-Selection-Attrition (ASA) framework to the gig economy.
Design/methodology/approach
Drawing on the ASA framework, this conceptual paper explores how gig workers join, leave and could be retained by gig employers.
Findings
The authors recognize an intermediary “organizing” phase within the ASA framework for gig workers. Using examples of appwork and crowdwork, the authors show that workers tend to self-organize through third-party websites to help gig work become economically sustainable, avoid being exploited and enhance gig workers' sense of community and identity.
Practical implications
The practical implications of this research lie in gig employers understanding how workers experience gig employment and in helping employers be successful in attracting, selecting and retaining quality workers and thereby lowering permanent attrition.
Originality/value
The authors propose a novel adaptation to the conventional ASA framework to include organizing as a phase in gig worker employment. This research defines gig attraction and attrition at the individual-level, selection at the individual- and task-levels based in person-job (PJ)-fit and the various aspects of gig organizing as encompassing fit with one's job, organization, and environmental (i.e., PJ-, PO-, PE-fit) at the individual-, task-, and network-levels.
... Bergman and Jean (2016) observe that people that work in these collaborative environments, often via online labour platforms (which have been referred to as freelancers, gig workers, micro-entrepreneurs, independent professionals or self-employed individuals (Kuhn and Maleki, 2017;McKeown and Cochrane, 2017;Barlage et al., 2019), are under researched in the organisational and HRM literature. Hence, there is potential to unmask the invisibility and study this phenomenon (Kuhn, 2016). ...
Purpose
This research focuses on the extent sharing economy transforms employability for women impacted by domestic and reproductive work. The authors explore the experience of mothers, of how digital peer-to-peer (P2P) platforms can affect their self-perceived employability and skills deterioration by unlocking human capital through technology acceptance.
Design/methodology/approach
This study adopted a pragmatism-based approach incorporating using a single-case study research design with the Gioia methodology. It utilised a semi-structured telephone survey to collect data to explore the decisions around usage of a newly developed mobile P2P app, aiming to support employability among mothers. Analysis was conducted inductively using thematic analysis and partial least squares structural equation modelling (PLS-SEM).
Findings
The study finds that mothers experience high rates of continued labour market attachment on a casual or part-time basis, difficulty in juggling family and work, and high levels of concern both about future employment/entrepreneurial opportunities and expected stress in balancing dual roles of carer and earner. While mothers are interested in using new sharing economy technologies to reduce skills deterioration and improve signalling, the authors find that there were both technology and non-technology related barriers. These included trust and security, life-stage mismatch, time poverty and limitation of service offerings.
Research limitations/implications
This research was limited to mothers in one state in Australia and by the case study research design, the measurement model and the self-report nature of the data collection. Hence, the findings may lack generalisability in other contexts. It also limits the ability to make conclusions regarding causality.
Originality/value
This exploratory study contributes to research in the intersection between human resources (HR) and entrepreneurship by illustrating how sharing economy platforms can offer women a means to overcome the issues of signalling and skills deterioration in relation to aspects of human capital theory by developing new skills that may act as positive signals signal to potential employers or investors. Additionally, the social interactions between mothers, through technology adoption, can provide a basis for improving future self-employment or entrepreneurship and employability.
... Technological development promotes the formulation of new organization structuring, such as project-based organizations, which consist of a problem-solving approach (Bredin & Söderlund, 2011). This type of organization encourages the establishment of e-lancing or an online platform that hires short-term independent freelance as contractual employe (Kuhn, 2016;Waschull et al., 2022). It allows organizations to form a new structure, such as a virtual workplace or virtual organization (Hertel et al., 2005) also known as digital platforms (Harris, 2017). ...
Technological changes have transformed the way organizations used to operate. The gig economy and digital labor have made it easier for employers to find cheap labor; it becomes essential to understand how this might influence workers' livelihoods. This employment relationship between an employee (gig worker) and the employer has reduced the bargaining power of a digital worker (contractual employee) and left them at the mercy of the employer or digital labor platform. This paper aims to identify that the traditional role of HR is no longer viable. After finalizing an initial list of search words, a literature review was carried out to achieve the study objective. Search terms include 'digitalization', 'gig worker', 'digital worker', 'online digital platform'. The researchers independently reviewed the titles and abstracts of all the identified articles and critically examined the article information. Hence, in the light of the HR Role Model and Technology Acceptance Model, it is proposed that HR needs to take the initiative as a strategic business partner, understand their role as a change agent and develop technological expertise. Future researchers are invited to explore HR attitudes and behavior towards technology acceptance and their ability to adapt and accept the gig economy. The practical implication of this study is to help HR in formulating new policies and procedures to act as an employee advocate and ensure that the digital platform would not exploit employees by realizing their potential as HR personnel.
... A full understanding of this pattern likely involves factors that go beyond the available data. For example, logistic factors are also known to affect attendance rates, as when unforeseen work or caring obligations interfere with scheduled appointments [13]. ...
The burden of missed healthcare appointments is so great that even small reductions in Did Not Attend (DNA) rate can secure tangible benefits. Previous studies have identified demographic factors that predict DNA rate. However, it is not obvious that these insights can be used to improve attendance, as healthcare providers do not control patient demographics. One factor that providers do control is appointment scheduling. We previously reported that appointments at the beginning of the week are more likely to be missed than appointments at the end of the week. This observation suggests a simple intervention to reduce DNA rate: schedule appointments for later in the week. Using data from a UK mental health hospital, we compared attendance rates for 12-months before and 12-months after the intervention began (916 appointments in total). Overall DNA rate fell from 34.2% pre-intervention to 23.4% post-intervention [χ2 (1, N = 916) = 13.01, p < 0.001; Relative Risk Reduction, 31.6%]. This effect was carried mainly by female patients, for whom more appointments could be moved to later in the week. Our findings confirm that DNA rate can be significantly reduced by loading appointments onto high-attendance days.
... 99Designs, freelancer.com) or computer programming (Toptal, Arc.dev, Flexiple). While some gigs are once-off lasting only seconds or minutes (Jarrahi, et al, 2021), others involve repeated transactions over time (e.g. a freelance chef who is matched more than once with a restaurant) (Kuhn, 2016). Longer gigs are offered by newly established platforms in traditional sectors like consulting sometimes lasting weeks or months. ...
Given the widespread contribution of independent contractors to organizational innovation and competitive advantage, it is timely to reassess assumptions about the HRM practices appropriate to their management and the rationale for organizations to work with them. In the original and highly influential HR architecture model of Lepak and Snell (1999), contractor status is viewed as an outcome of the low value and/or low uniqueness of human capital resulting in the proposition to externalize and manage them using either none or minimal compliance‐based HRM practices. Developments in digital technologies and algorithmic management epitomized by online labor platforms prompt us to reconsider these assumptions and to challenge the proposed links between value/uniqueness of human capital, employment mode and HRM practices that are assumed by the HR architecture model. Using insights from online labor platforms, we argue that the significant benefits to firms of working with contractors, coupled with the possibilities offered by algorithmic management to efficiently monitor and regulate their behavior, provide a compelling reason for organizations to choose external employment modes even when workers are key to value creation. We challenge the alignment and stability of the relationships proposed by the HR architecture model, and offer propositions to extend the model by reconsidering the rationale for, and nature of, HRM practices associated with contractors. This reassessment is both timely and relevant given the growing prominence of business models where externalizing workers is central alongside the development of new forms of algorithmic human resource management to control them.
... Because of the sharing economies' reliance on auto-learning and auto-performing robots, it's imperative that we coordinate machine capabilities to better analyse data and generate enhance systems. Post-digital workers are increasingly being replaced by robots to perform menial and repetitive activities that don't need critical thinking or creative problem solving (Kuhn, 2016). This change will have an impact on human resources management. ...
With the influx of new age platform or sharing economy coupled with artificial intelligence (AI)it is quite imperative that it necessitates new approaches to strategic human resource management (SHRM), and this paper explores how SHRM can help businesses and employees thrive in a world of constant technological change. Using famous platforms like Airbnb, Uber, Ola, Zomato, and Swiggy in India as case studies, this paper explores the use of digital platforms and applications to manage non-standard personnel in the Fourth Industrial Revolution (4IR). To thrive in the terrible new world of AI-based technological disruption that we are all confronting, HR professionals need to master new skills and obtain new knowledge.
... This may explain the dearth of empirical studies on gig works despite their effect on economic performance as a whole (Spreitzer et al., 2017). Ashford et al. (2007) and Kuhn (2016) assert that researchers focus only on traditional workers who work in traditional work settings for a particular number of hours a day, as gig works are not considered a main source of income even for many of the gig workers themselves. ...
Purpose
Through focusing on gig workers registered in three crowdsourcing platforms, the authors investigate how individual and collaborative job crafting may be positively related to the meaningful work and affective commitment those gig workers develop towards the crowdsourcing platforms they register in.
Design/methodology/approach
The authors employed a quantitative research method in which they focused on date from surveys completed by 327 gig workers. They tested the hypotheses using SmartPLS 3, which is more suitable when dealing with complex models, non-normal data, small samples and higher-order constructs.
Findings
The results showed that the proactive behaviour embedded within both individual and collaborative job crafting may lead to a sense of meaningfulness for gig workers and subsequently, their affective commitment towards the crowdsourcing platforms they register in. Specifically, the more gig workers undertake individual (H1) and collaborative (H2) job crafting behaviour, the greater the sense of meaningfulness they develop. Moreover, meaningfulness for gig workers positively affects their affective commitment towards the crowdsourcing platforms they register with (H3).
Originality/value
To the best of the authors' knowledge, this study is the first of its kind in the context of France and the European Union to focus on job crafting and its effect on both meaningful work and the affective commitment of non-traditional workers. This paper contributes by filling a gap in human resource (HR) management, in which empirical studies that address gig work have been limited so far.
... Por otro lado, los cambios tecnológicos contemporáneos están contribuyendo a cambiar la forma en que trabajamos, en que vivimos y en que aprendemos. Nuevas tecnologías están agregando más combustible al motor de cambio: la inteligencia artificial facilita la au-tomatización de tareas cognitivas (Bailey, Faraj, Hinds, von Krogh, y Leonardi, 2019); las plataformas digitales promueven el trabajo independiente y el trabajo remoto (Kuhn, 2016); el gobierno abierto, los datos abiertos y los modelos de transparencia y rendición de cuentas sientan las bases de una nueva relación entre gobierno y ciudadanos (Purón-Cid y Ramón Gil-García, 2013;Sandoval-Almazán, 2015). Estas transformaciones tienen implicaciones sobre la estructura y la forma de operar de las organizaciones, así como sobre las relaciones laborales (Petriglieri, Ashford, y Wrzesniewski, 2019); también contribuyen a la modificación de expectativas y comportamientos de las nuevas generaciones de empleados (Bailey y cols., 2019). ...
Existe mucho escrito sobre las interacciones de la ciudadanía con la burocracia y las barreras administrativas que las personas enfren- tan. Sin embargo, existen otras barreras sobre las que queremos es- cribir en medio de la pandemia del COVID- 19: las emocionales. Nos asusta pensar que si, en general, el vínculo con el Estado es angustian- te, en una pandemia, puede convertirse en una película de terror. Es por eso por lo que el objetivo de este capítulo es explorar el rol de las emociones en el vínculo con el Estado.
... It does not follow the regular rhythms of traditional work, rather provides independence, flexibility and autonomy. Independent work hinges on flexibility (Manyika et al., 2016); autonomy (Manyika et al., 2016;Shapiro, 2018); assignment-based payment; and its temporariness (Kuhn, 2016). Manyika et al. (2016) categorised people working in gig economy into four categories viz. ...
Conference Proceeding of the 5th international Service Management Congress by Prof. Dr. Markus Launer from Ostfaliay University of Applied Sciences. Co-Hosts:
Prof. Dr. Joanna Paliszkiewicz, Warsaw University of Life Sciences, Management Institute, Poland
Prof. Dr. Fatih Cetin, Nigde Omer Halisdemir University, Turkey
Prof. Dr. Dave Marcial, Silliman University, Philippines
Prof. Dr. Joane Serrano, University of the Philippines Open University, Los Banos
Prof. Dr. Erik Capistrano, University of the Philippines, Manila
Prof. Dr. Kandappan Balasubramanian, Taylor University, CRiT Institute, Malaysia
Prof. Dr. Melten Huri Baturay, Atilim University, Center for Teaching & Learning, Turkey
Prof. Dr. Christian Harteis, University Paderborn, Germany
Authors:
Alazada, N.D.S., University of the Philippines Open University, Philippines
Arora, Sarita, Assistant Professor, Sri Aurobindo College of Commerce and Management, India
Bagos, Jenine, University of the Philippines Open University, Philippines
Balasubramanian, Kandappan, Taylor's University, CRiT Institute, Malaysia
Baturay, Meltem Huri, Atılım University, Center for Teaching and Learning, Ankara, Turkey
Belegal, J.A.C., University of the Philippines Open University, Philippines
Borbon, Noelah Mae D., Graduate School, International Tourism and Hospitality Management, Lyceum of
the Philippines University-Batangas
Brioso, Jessa, College of Hospitality and Tourism Management, Philippines
Bucog, Fredlie P., Silliman Online University Learning, Silliman University, Philippines
Calimag, Joeffrey Maddatu, Kyungsung University, Korea
Çetin, Fatih, Niğde Ömer Halisdemir University, Turkey
Chang, Yee-Shan, School of Hospitality, Tourism and Events, Faculty of Social Sciences and Leisure
Management, Taylor’s University Malaysia, Malaysia
Chen, Kuanchin, Western Michigan University, U.S.A.
Das, Arindam, Alliance University, Bangalore, India
De los Santos, S.G.G., University of the Philippines Open University, Philippines
Habeeb, Aishath Shany, Taylor’s University, Malaysia / Maldives National University
Harteis, Christian, University of Paderborn, Germany
Hussain, Kashif, School of Media and Communication, Faculty of Social Sciences and Leisure Management,
Taylor’s University Malaysia, Malaysia
Igcasan, Margaret, University of the Philippines Open University, Philippines
Jasiulewicz, Anna, Warsaw University of Life Sciences, Faculty of Economics, Institute of Management,
Poland
Kaçar, Işıl Günseli, Middle East Technical University, Turkey
Kaur, Jasveen, Dr., Senior Faculty and Former Chairperson- Head, University Business School (UBS) Guru
Nanak Dev University, India
Konar, Rupam, School of Hospitality, Tourism and Events, Faculty of Social Sciences and Leisure
Management, Taylor’s University Malaysia, Malaysia
Kuno, Yasushi, The University of Electro-Communications, Japan
IV
Launer, Markus, Ostfalia University of Applied Sciences, Germany
Łukasiewicz, Katarzyna, Warsaw University of Life Sciences, Faculty of Economics, Institute of
Management, Poland
Marasigan, S.B., University of the Philippines Open University, Philippines
Marcial, Dave E., Silliman Online University Learning, Silliman University, Philippines
McCartney, Francesca, Institute of Intuition Medicine, C.A., USA
Montemayor, Jade O., Silliman Online University Learning, Silliman University, Philippines
Narayanaswamy, T., REVA University, India
Pietrzak, Piotr, Management Institute, Warsaw University of Life Sciences (SGGW), Poland
Quimbo, M.A.T., University of the Philippines Open University, Philippines
Ragay, A.A., Silliman University, University Library, Philippines
Schindelin, Tanya, Germany
Şener, İrge, Çankaya University, Turkey
Serrano, Joane V., University of the Philippines Open University, Philippines
Steffen, Bianca, University of Paderborn, Germany
Tavakoli, Rokhshad, Sultan Qaboos University, Malaysia
Thai, Trung Dam-Huy, Ph.D., Institute of International Management, National Cheng Kung University,
Taiwan, ROC.
Toker, Sacip, Atılım University, Department of Information Systems Engineering, Ankara, Turkey
Tul-Krzyszczuk, Agnieszka, Warsaw University of Life Sciences, Faculty of Economics, Institute of
Management, Poland
Uchida, Natsuko, Ferris University, Japan
Vilbar, Aurelio P., University of the Philippines Campus Cebu, Philippines
Villanueva, M.E., Silliman University, College of Computer Studies, Philippines
Wyrzykowska, Barbara, Warsaw University of Life Sciences, Faculty of Economics, Institute of Management,
Poland
Yan, Liu, Taylor’s University, Malaysia
Yang, Bo, Beijing Open University, China
Zalimben, Simon, Universidad Católica Nuestra Señora de la Asunción, Paraguay
Zharova, Liubov, University of Economics and Humanities, Poland and Ukrainian American Concordia
University, Ukraine
ISSN 2198-9184
... These psychological health conditions place extra strain on workers, often leading to physical health problems and hence, heightened health and safety expenses (Caroli and Godard, 2016). ICT-based mobile workers, for instance, are often responsible for the health and safety conditions of the environment they work in, while platforms workers are responsible not only for their own health and safety, but also for that of their 'customers' (Eurofound, 2015;Kuhn, 2016). Some contracts for platform work, for instance, include clauses under which the platform absolves itself from any liability for damages incurred to third parties and to the workers in the course of the performance of their tasks (Todolí-Signes, 2017). ...
The article examines the reach, protective effects and limitations of the recently adopted European Union (EU) Directive on Transparent and Predictable Working Conditions. After explaining the need for a new instrument, the article analyses the Directive’s protective provisions. Cases of the European Court of Justice are presented to provide the wider context and explain how the EU social acquis impacts upon the implementation of the Directive. Finally, new developments in the EU labour and social field are discussed, making recommendations of possible avenues for providing protection to a larger category of workers.
... In relation to the labour market impact and regulation of platform work, there are several aspects that cause concern among the social partners and therefore justify regulation. This includes the imposition of a commercial relationship between the platform and its service providers, who are treated as independent and thus denied the guarantees of an employee or, even, a self-employed worker (De Stefano 2016;Kuhn 2016). As stated in Eurofound (2018), of all the transformations that the digital economy entails, its labour market impact poses important challenges to governments and the social partners. ...
... Por otro lado, los cambios tecnológicos contemporáneos están contribuyendo a cambiar la forma en que trabajamos, en que vivimos y en que aprendemos. Nuevas tecnologías están agregando más combustible al motor de cambio: la inteligencia artificial facilita la automatización de tareas cognitivas (Bailey et al., 2019); las plataformas digitales promueven el trabajo independiente y el trabajo remoto (Kuhn, 2016); el gobierno abierto, los datos abiertos y los modelos de transparencia y rendición de cuentas sientan las bases de una nueva relación entre gobierno y ciudadanos (Purón-Cid y Ramón Gil-García, 2013;Sandoval-Almazán, 2015). Estas transformaciones tienen implicaciones sobre la estructura y la forma de operar de las organizaciones, así como sobre las relaciones laborales (Petriglieri et al., 2019); también contribuyen a la modificación de expectativas y comportamientos de las nuevas generaciones de empleados (Bailey et al., 2019). ...
Al explorar la relación entre organizaciones públicas y entorno, la literatura en administración pública favorece la noción de que el entorno de dichas organizaciones es estático y, por lo tanto, la gestión efectiva se fundamenta en rutinas e instituciones que dotan de capacidad de respuesta ante eventos. En este artículo se argumenta que la capacidad de respuesta puede ser inefectiva ante cambios del entorno. El estudio de la relación entre organizaciones públicas y su entorno puede enriquecerse al considerar entornos dinámicos, especialmente para distinguir entre capacidades de respuesta y de adaptación.
... Berbeda dengan pekerja tetap di studio animasi, pekerja lepas animasi cenderung lebih mudah untuk beradaptasi dalam skema kerja WFH yang ditetapkan oleh pemerintah. Sebagai pekerja lepas mereka sudah menyiapkan berbagai keperluan untuk menunjang pekerjaan mereka di rumah masing-masing, seperti fasilitas internet yang cepat, alat kerja (komputer/ laptop) yang memadai, meja/ruangan bekerja sehari-hari, hingga adaptasi keluarga mereka masing-masing saat pekerja lepas ini bekerja di rumah (Kuhn, 2016). Meskipun bekerja di rumah, mereka juga memiliki jam dan aturan kerja yang sudah disepakati dengan keluarga mereka masing-masing. ...
ABSTRAKMunculnya covid-19 tidak hanya berimbas pada aspek kesehatan saja. Namun disaat yang sama juga menyangkut pada aspek sosioekonomi dari para pekerja yang memiliki posisi sangat rentan di masa pandemi ini. Pada penelitian sebelumnya memperlihatkan banyak sekali dampak yang dirasakan oleh para pekerja di sektor pendidikan, kesehatan, sektor non-formal, pariwisata, dan pekerja migran. Namun sayangnya masih belum menyentuh secara mendalam dalam melihat dampak pandemi pada pekerja kreatif khususnya di bidang animasi. Disisi lain sektor animasi dianggap sebagai salah satu sektor industri yang dianggap mampu bertahan pada masa pandemi ini. Sehingga mengetahui seperti apa dampak pandemi pada pekerja di sektor animasi menjadi sangat penting. penelitian ini akan menggunakan pendekatan studi kasus dengan mewawancarai 120 pekerja animasi di 23 kota di seluruh Indonesia. Dari penelitian ini ditemukan bahwa dampak pandemi covid-19 ini terdiri dari 2 aspek, yaitu aspek internal dan eksternal. Para pekerja animasi seringkali dianggap sebagai pihak yang bisa beradaptasi pada masa pandemi karena kemampuannya dalam memanfaatkan teknologi terbaru. Faktanya tidak semua pekerjaan di bidang animasi dapat dikerjakan secara jarak jauh atau remote, karena masih dibutuhkan proses kerja secara onsite untuk memudahkan proses komunikasi dan koordinasi.
... Hybrid entrepreneurship could be established based on passion motive, changes in employment market, job insecurity or uncertainty, creative challenges, contract job status, non-standard working arrangements, government policy, desire for autonomy or independence, a need for social recognition and additional income among others (Dzomonda & Fatoki, 2018;Luc et al., 2018;Clark, 2018;Solesvik, 2017;Popiel, 2017;Schulz et al., 2016;Kelley, Singer, & Herrington, 2016;Kuhn, 2016;Florida, 2014). ...
In today’s Nigeria, employment in organizations has turned upside down due to poor economic situations which do not allow many companies to pay their employees well. There is a need for individuals to look for ways to increase their incomes for meeting financial obligations. The need for hybrid entrepreneurship is critical as well. This paper conducts a review of literature on hybrid entrepreneurship as a tool for poverty reduction. The research employs qualitative research approach and content analysis. The study concludes that, hybrid entrepreneurship is a determinant practice to reduce the rate of poverty in Nigeria. The paper recommends that, hybrid entrepreneurship should be encouraged among the Nigerian citizens so as to reduce the poverty level that has become a problem of Nigerians. Also, every Nigerian should try to get involved or engage in other businesses to augment their incomes so as to achieve their personal and family goals.
Organizations are increasingly boundaryless and relying on external workers—such as freelancers who are temporarily employed in an organization on a project basis. Because freelancers are multiple jobholders and navigate the work environment as independent workers, their opportunities to build work-related relationships are typically different from conventional, full-time employees. Yet, little is known about how freelancers forge the social relationships giving them access to the knowledge needed to perform their daily tasks. We advance knowledge on this topic by suggesting that freelancers are the catalysts of knowledge-seeking relationships involving colleagues at the (temporary) employer, contacts in work-like environments (i.e., coworking spaces) and personal work-related ties accumulated over time. We discuss how freelancers’ identity—schematic knowledge about who they are at the workplace—influences their engagement in different relationships. We investigate these issues using cross-sectional data that we have collected in a sample of 38 freelancers employed in the media industry. We combine text data consisting of freelancers’ description of their professional identity with ego-network data capturing the freelancers’ professional and personal knowledge-seeking relationships. We derive and discuss the practical implications of our study for both freelancers and organizations.
Scholarship on stress and resilience at work has repeatedly overlooked professional gig workers despite the rapid growth of this independent workforce. Studying such workers, especially under conditions of global disruption, offers an opportunity to expand theory on the role of personal resources in promoting resilience and well-being in the absence of the contextual resources traditionally offered by organizations. Drawing on the conservation of resources theory (Hobfoll, 1989) and using unique qualitative and quantitative data gathered prior to and during the COVID-19 global pandemic, we investigate the pandemic's impact on an international sample of professional gig workers and test the relationship between psychosocial resources and workers' well-being and resilience. Results suggest that workers experienced the pandemic as an environmental jolt (Meyer, 1982) that affected their working lives by shrinking the amount of gig work available, especially for women, and increasing the challenges associated with fluctuating emotions, organizing day-to-day work, and cultivating relationships. Further, we find that pre-pandemic levels of two theoretically informed personal resources—work meaningfulness and the emotional carrying capacity of these workers' networks—affect outcomes: Work meaningfulness is associated with cognitive and affective well-being, and emotional carrying capacity is associated with social and affective well-being, as well as psychological resilience. Taken together, this research provides novel insights into professional gig workers' experiences of and reactions to environmental jolts, and the personal resources that aid in their well-being and resilience.
Telework can be defined as using a computer or a similar technological device to work away from the central office. The remote location is commonly set at the worker’s home (Lafferty & Whitehorse, 2000). In this regard, the main difference in the conceptualization of telework and remote work is that telework is primarily conducted from a home office. In contrast, remote work can be carried out from a satellite office, local shared space facilities such as a coworking environment or home. However, both concepts have been widely used to describe the same situation where individuals conduct team-based and work-related activities from various locations to shorten the commute time, cut down the related costs, and seek positive work-life-associated improvements. While the term telework has been extensively used in scholarly debates throughout the 1980s and 1990s, the term remote work has somewhat prevailed in the 2000s and early 2010s, mainly due to organizations and knowledge workers experimenting and trying various facilities to conduct their work and scout for compatible leisure activities. In turn, the term “work from home” (WFH) arose during the recent pandemic-driven disruption, with similar term-related spins such as “COVID-working” (Tagliaro & Migliore, 2021) also emerging in scholarly debates. Therefore, the following discussion aims to understand the contemporary history of dislocated work and the related production and social experience processes.
Hybrid entrepreneurship research is to probe into the increasingly widespread phenomenon of “employment + entrepreneurship” in real life, and to break the traditional practice of dichotomizing self‐employment and employment. Hybrid entrepreneurship provides entrepreneurs with another employment alternative by combining entrepreneurship and employment. By analyzing data collected mainly from prospective entrepreneurs in mainland China, this paper aims to explore the main influencing factors of hybrid entrepreneurial intentions, in particular how gender moderates the relationship between entrepreneurial motives and hybrid entrepreneurial intentions. Empirical findings reveal that gender differences are evident in prospective entrepreneurs who are motivated to be self‐employed by necessity‐driven factors and those who aim to test the waters of entrepreneurship via the hybrid path.
In the modern era of technological advancements and digitalization, companies’ demand for workers has changed drastically. On the one hand, the introduction of artificial intelligence, algorithms, robots, and machine learning has made work faster and easier for humans, and on the other hand, these machines have taken their place, hence reducing job opportunities in the economy. The demand for full-time workers has shifted to independent workers or gig workers as companies do not want to bear the cost of full-time labor. Instead, they are shifting toward a gig economy, “a setup where most of the work is done by gig workers.” These gig workers, or freelancers, work independently as short-term contractors and are paid on the basis of each task they perform. Apart from the benefits of the gig economy, there are some challenges that need to be taken care of. The gig workers are not paid well, they are not given any pension, and their after retirement life is not secured. Thus, there is a doubt that whether this setup of gig economy is safe or not. The present chapter discusses the gig economy in the era of Industrial Revolution 4.0. It also discusses the extent to which the setup of the gig economy is sustainable and the various challenges involved in sustaining the gig economy. It also highlights the opportunities that one can get in the gig economy by considering the digital advancements happening in the practical world and acquiring the skills required in industrial digitalization.
The growth of the gig workforce appears to be unstoppable. It is manifested in every reasonable statistic meant to study gig economy. The changes in the competitive global marketplace fueled by the technological advancements have forced companies to think beyond their traditional boundaries. To survive and excel during this transformation, the role of every stakeholder must be redefined and restructured ensuring conformity to each other. The gig economy and its participants can only realize the immense potential that it promises to offer by proactively responding to supporting the readjustment. The paper offers a brief understanding of the steps that each of the stakeholders should take to ensure a smooth transition from a traditional organization to a champion in the gig workforce. The paper also offers an insight into the concerns in the field of the gig economy and ways to effectively deal with it.
The chapter has focussed on the opportunities and challenges linked to the gig economy and conditions of working for the gig workers. With the passage of time, more gig working is being added to various industries as flexible working, ad hoc employment and part-time working have become a norm. For many of the sectors, gig working has been a norm and would continue to be so like ride sharing, retails store and also food delivery service. But on the same front, many unethical work practices are associated with gig working as the interest of the workers is compromised. These lead to many kinds of unethical practices, job insecurity, no proper wages and pay, poor leave policy and lack of well-being benefits of being treated as actual full-time employees. Many such cases of USA, UK and India-based companies have been analysed for the same analysis that would help in better management of gig workers in the future. It has also been highlighted that it is the responsibility of the companies to adopt more ethical and sustainable work practices that help the gig economy develop along with being counted as core work force.
The gig economy provides a platform for work in the Fourth Industrial Revolution presenting the highest publicized form of work of the century. Gig economy has become a key enabling the development of future work. The growth of this new form of work in various industries is spontaneous and accelerating at a terrific speed sweeping through industries. Several concerns have emerged across practices such as asserting the benefits and costs as contested in the emerging debates. The critical concern is whether the gig economy can survive the upswing of labour market demands, thus positing the actual determinants of critical success factors. This chapter focuses on conceptualization of just-in-time workforce and the key motivators of entrepreneurial drive to be in this economy. This chapter on critical success factors strengthens emerging labour issues in the perspective of legal imperatives, beyond misclassification of transformation of work in gig economy such as perceptions and attitudes of the future workforce. Recommendations for managing the future workforce as the way forward are considered as a way of retooling talent management practices. In conclusion, the economic environment continues to be disrupted by numerous global megatrends that continue to shape the development of the gig economy. Gig workers and employers need to take these emerging trends into consideration to be resilient.
The world is witnessing a rise in the game-changing service-based platforms; hence, a research-based case study on Urban Company (UC), the fastest-growing Indian start-up, has been developed using secondary sources of information. UC provides a platform for different services ranging from plumbing, electrical, cleaning to yoga, etc., and acts as a mobile marketplace. The company maintains a record of its service providers (also known as partners) and presents the list of such providers to the customers on its mobile app. This case study explores the different HR practices of the company for its full-time employees versus partners to highlight the differences in benefits available to the UC’s contract workers vis-à-vis permanent workers; also, the case discusses why and how the company might assign the status of a full-time employee to its partners. The study suggests that for sustaining its competitive position in the long run UC needs to maintain a balance between providing excellence in service and receiving continuous support of a trusted pool of professionals through providing “employee status” to its partners.
Gig economy timbul dikarenakan banyak orang memiliki kecenderungan untuk sering berganti pekerjaan atau menyukai perkerjaan yang cukup fleksibel untuk waktu dan tempat di mana mereka bekerja. Studi yang dilakukan oleh Mastercard & Kaiser Associate (2019) menyatakan bahwa di tahun 2018 digital gig economy menghasilkan sekitar 204 milyar dolar dan diprediksikan akan bertumbuh dengan CAGR 17 persen dan mencapai 455 milyar dolar di tahun 2023. Pertumbuhan ini diakselerasi sejalan dengan perkembangan teknologi.
The purpose of this chapter is to critically analyse the taken-for-granted assumptions underpinning the notion of idiosyncratic deals (or i-deals). This chapter argues that i-deals promote individualized arrangements at work which are likely to create precarity, inequality, competition and alienation among workers. We look more closely at the operationality of i-deals, their underlying mechanisms and role in subjecting individuals to labour processes that (re)produce individuality, power-relations and dominance. In so doing, we employ the works of the French philosopher, Michel Foucault, to explore the implications of promoting individuality at work. By positioning individualized work arrangements as modes of neoliberal governmentality and a consequence of individualization of society, our chapter should be read as a critique of i-deals which produce discourses that portray the individual as agile and less recalcitrant. In what follows, we discuss how neoliberalism serves to individualize work and exert control over the labour processes by means of individuation and individualization. This is followed by our quest to reinstate and situate subjectivity in the backdrop of literature on work and organizational psychology. Once subjectivity is reinstated, we discuss the possibility of idiosyncratic exploitation of individuals and the creation of elite workers through processes of othering.KeywordsFoucaultCritical perspectiveI-dealsNeoliberalismIndividualized exploitationElite workers
Purpose
Studies on managerial coaching have documented the challenges and complexities involved. Therefore, this study aims to develop a conceptual framework to understand these challenges.
Design/methodology/approach
This article uses the lens of paradox theory and intentional change theory to develop a conceptual framework to explain that managerial coaching is the source of emergent tensions.
Findings
In this study, four tensions that emerge in the socio-psychological response of the team member and their bi-directional impacts are described, namely, the tensions between change and continuity; autonomy and structure; short and long-term orientations; and authenticity and social influence.
Originality/value
The theory developed in this paper could help researchers design methodologically rigorous studies on managerial coaching effectiveness.
Purpose
The purpose of this study is to provide insights into the factors affecting the tax morale of workers in the gig economy. Tax morale is defined as the willingness and motivation to comply with tax laws.
Design/methodology/approach
Data was collected from gig economy workers through a questionnaire survey and analysed using second-generation multivariate analysis (partial least squares-structural equation modelling).
Findings
The findings reveal that while the extent of the dependency on the gig economy has a positive relationship with tax morale, the level of education has a negative relationship. However, in contrast to reflective moral attentiveness, perceptual moral attentiveness positively influence tax morale.
Originality/value
As no earlier study has examined factors affecting tax morale in the context of the gig economy, this research will be beneficial to tax authorities and policymakers. This study also offers insights into multidimensional aspects of the tax morale of those working in the gig economy.
ABSTRACT
Unemployment is a major macro-economic challenge confronting Nigeria. Entrepreneurship Education has been argued by scholars as a viable approach that is capable of reducing unemployment. This study investigated the role of entrepreneurship education on employment generation in Nigeria. The population of this study comprised of 60 incubates in Lagos State National Board of Technological Beneficiaries (NBTI). To determine the sample size, a complete enumeration survey was adopted. The sample size for this research study was 60 respondents (incubatees in Lagos State). Yamane formula was employed to determine the sample size. The sampling validity was used to access the validity of the data. The study made use of statistical tools which include: analysis of variance (ANOVA) and correlation efficient in testing hypotheses where applicable. The responds gotten from the questionnaire was sorted, coded and the Statistical Packages for Social Sciences (SPSS) Version 17.0 was used for the analysis. This study found that Business Incubation has a positive significant on Entrepreneurship job creation. It was shown that knowledge acquires from Business Incubation centers significantly enhanced entrepreneurship performance and increased Entrepreneurship job creation. Moreover, it also found that Entrepreneurship Education has a positive significant on Self-Employment initiatives. This revealed that Entrepreneurship Education significantly enhances Self-Employment initiatives. The study recommended that there is a need to establish more Business incubators across different states in Nigeria. This will help to duplicate the positive results of incubation programmes in different parts of the country, thereby enhancing entrepreneur job creation which will eradicate unemployment.
Keywords: Entrepreneurship Education, Employment Generation, Business incubators, Self-Employment initiatives
Der Artikel widmet sich der Frage, inwiefern Crowdsourcing eine Innovation ist. Es wird erstens gezeigt, dass im Rahmen von Crowdwork die Organisation bestimmter Arbeitsprozesse, vor allem hinsichtlich der Zusammensetzung der Erwerbstätigen, der Arbeitsinhalte, der Steuerungs- und Kontrollmechanismen, der Flexibilität und der Gratifikation, erneuert wird. Zweitens weichen crowdsourcing-basierte Innovationen hinsichtlich der beteiligten Akteure, des Anwendungsfeldes, der Entscheidungsmechanismen und des Resultates von klassischen Varianten ab.
Software algorithms are changing how people work in an ever-growing number of fields, managing distributed human workers at a large scale. In these work settings, human jobs are assigned, optimized, and evaluated through algorithms and tracked data. We explored the impact of this algorithmic, data-driven management on human workers and work practices in the context of Uber and Lyft, new ridesharing services. Our findings from a qualitative study describe how drivers responded when algorithms assigned work, provided informational support, and evaluated their performance, and how drivers used online forums to socially make sense of the algorithm features. Implications and future work are discussed.
The rapid growth of online labor platforms such as Uber and TaskRabbit has been accompanied by substantial controversy. These firms view themselves as technology companies that provide opportunities for micro-entrepreneurs to have their own small service businesses, but many of those who find work via these platforms are portrayed, and characterize themselves, as workers lacking both the benefits of entrepreneurship and of traditional employment. This paper explores the liminal state of these service providers, demonstrating how third-party institutional trust based on IT-enabled features and other factors distinguish them from traditional conceptualizations of independent contractors. Based on an integration of relevant theories across business disciplines, we develop a framework for assessing service providers’ perceived status under this novel business model. This status and their dependency on a particular platform are argued to shape their psychological contract and corresponding expectations of the platform firm. Implications for effective decision-making about providers’ recruitment, selection, and evaluation are discussed.
In this article, we demonstrate that samples in the industrial and organizational (I-O) psychology literature do not reflect the labor market, overrepresenting core, salaried, managerial, professional, and executive employees while underrepresenting wage earners, low- and medium-skill first-line personnel, and contract workers. We describe how overrepresenting managers, professionals, and executives causes research about these other workers to be suspect. We describe several ways that this underrepresentation reduces the utility of the I-O literature and provide specific examples. We discuss why the I-O literature underrepresents these workers, how it contributes to the academic–practitioner gap, and what researchers can do to remedy the issue.
Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organizations. This organizational form has three types of workers: core employees, professional freelancers, and routine workers. In such an organization, two very different career models coexist. The organization largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer. This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies. We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1600 independent professionals in the Netherlands, in combination with 51 in-depth interviews. We provide two main contributions. First, we report findings from the first large-scale quantitative study into freelance career success. Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures. We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success. Copyright © 2012 John Wiley & Sons, Ltd.
eLancing, or Internet freelancing, is spreading at an incredibly fast pace worldwide. The eLancing work environment is called a “marketplace,” which is a website where individuals interested in being hired and employers looking for individuals to perform some type of work meet. eLancing allows individuals from literally anywhere in the world to sign up and complete work using the Internet for an employer who literally can also be anywhere in the world. eLancing boasts millions of users and billions of dollars in transactions and it involves fundamental changes in the nature of work and in the employer–worker relationship. We discuss eLancing and challenges and opportunities it creates for human resource management (HRM) research and practice. Also, we offer a research agenda with the goal of understanding eLancing and its effects, particularly pertaining to the core HRM areas of job design and analysis, workforce planning, recruitment, selection, training and development, performance management, compensation, and legal issues. Given the increased importance of eLancing worldwide and its implications for worldwide work arrangements in the 21st century's international society, results of such scholarly research have the potential to help narrow the science–practice gap and also elevate the status, perceived value-added, and organizational and societal influence of HRM and related fields.
This article compares violations of minimum wage laws and other labour standards in New York City, Los Angeles and Chicago. Los Angeles has the highest violation rates, due to such factors as its industrial composition and disproportionately large number of small establishments, as well as its vast unauthorised immigrant population. In addition, Los Angeles’ higher rates reflect the stricter legal standards in California. We conclude that, although stronger workplace laws and regulations are crucial, in the absence of effective enforcement, they may fail to prevent workplace violations.
In the context of the changing nature of work and the continuing growth of contingent employment contracts, this article examines the consequences associated with various forms of individually-negotiated, fixed-term contracts. This article first draws a distinction between what can be labeled as independent contracting arrangements, where the workers are autonomous and mobile, and other situations where contractors are more “dependent” on their clients. This investigation then provides an overview of the consequences associated with the employment of “independent” and “dependent” contractors. Based on a review of the existing research literature, the article examines the prescribed and realized benefits of individual contracting from the perspectives of the organization, the permanent employees, and the contractors themselves. Finally, the article concludes with some suggestions for human resource management (HRM) practice as well as areas in need of future research attention.
Purpose
The purpose of this paper is to demonstrate that freelancing is neglected by researchers as a form of small business activity. It aims to consider whether it is possible and useful for researchers to distinguish freelancers from other types of small business owner.
Design/methodology/approach
The paper does this in three ways: first, by conceptualising freelance status; second, by examining the research literature on freelance workers; and, third, by estimating the size of the UK freelance workforce to demonstrate their importance.
Findings
The definition proposed permits identification of many types of freelancer hitherto neglected by researchers. Freelancers are a large and growing proportion of the UK business stock and the recent recession has led to a further expansion.
Originality/value
Given the size and distinctiveness of the freelance workforce, researchers might explore the similarities and differences between freelancers and other small business owners with regard to: their motivations for starting and continuing to operate on a freelance basis; experiences of business ownership and management; the heterogeneity of the freelance workforce; and the wider social, economic and political causes and consequences of freelance working.
Asking tough questions about the gig economy
- Warner
What Airbnb gets about culture that Uber doesn't
- A Sundararajan
Proof of a “gig economy” revolution is hard to find
- J Zumbrun
- A L Sussman
5th Annual State of Independence Report: The independent workforce and America's new economy
- Mbo Partners
Pixel and dimed: On (not) getting by in the gig economy
- Kessler
There are probably way more people in the gig economy than we realize
- R Wile
Why many New York drivers prefer Lyft to Uber
- A Riesman
Breaking down the freelance economy
- Fox
More freelancers fight to be paid
- J Light
Your job success score on Upwork
- J Chen
Corporate America is using the sharing economy to turn us into temps. The New Republic
- N Scheiber
The insecure world of freelancing. The Atlantic
- N Cook