Gig worker组织:走向一个适应性的吸引力选择损耗框架

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2022-11-21 DOI:10.1108/jmp-09-2021-0531
G. Schmidt, Jestine Philip, Stephanie A. Van Dellen, Sayeedul Islam
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引用次数: 1

摘要

目的随着零工经济中传统的工作实践不断被修改,需要更多的理论工作来研究零工工人的经历。基于基于人的匹配和层次分析文献,本文提出了一种将传统的吸引力选择损耗(ASA)框架适应零工经济的方法。设计/方法论/方法借鉴ASA框架,这篇概念性论文探讨了零工工人如何加入、离开以及如何被零工雇主留住。发现作者认识到ASA框架内零工工人的中介“组织”阶段。通过应用程序和众包的例子,作者表明,工人倾向于通过第三方网站进行自我组织,以帮助零工工作在经济上可持续发展,避免被剥削,并增强零工工人的社区感和身份认同感。实际意义这项研究的实际意义在于零工雇主了解工人如何体验零工就业,并帮助雇主成功吸引、选择和留住优质工人,从而降低永久性流失。独创性/价值作者提出了一种对传统ASA框架的新颖改编,将组织作为零工就业的一个阶段。这项研究定义了个人层面的演出吸引和流失,个人和任务层面的选择基于面对面工作(PJ)-适合,以及演出组织的各个方面,包括个人、任务和网络层面的工作、组织和环境(即PJ、PO、PE适合)。
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Gig worker organizing: toward an adapted Attraction-Selection-Attrition framework
PurposeAs 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/approachDrawing on the ASA framework, this conceptual paper explores how gig workers join, leave and could be retained by gig employers.FindingsThe 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 implicationsThe 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/valueThe 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.
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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