Gamifying the gig: transitioning the dark side to bright side of online engagement
DOI:
https://doi.org/10.3127/ajis.v25i0.2979Keywords:
Gamification, Gig Work, Intention to Quit, Dark side, EngagementAbstract
Gig work has transformed the work culture, globally. It’s sprawl, and popularity has also attracted excellent talent to join the gig workforce, most of which are online. While it has unfolded new avenues to showcase talent, its management irregularities have resulted in more significant dropouts. The study addresses a key research gap investigating the dropouts of gig workers on digital earning platforms by the moderating impact of gamified interventions on online platforms. We have based our arguments and derived our hypotheses based on social exchange theory and self-determination theory. A total of 367 responses were collected from white-collar gig workers who have completed tasks on one or more gig platforms in the past two years. We test our hypotheses using partial least square structural equation modelling (PLS-SEM). Results confirm that gamifying the online platform would enhance job satisfaction and productivity of gig employees, reducing the chances of quitting gig work. It is further observed that in the case of gig workers, high-performance work systems have a non-significant effect on the intentions to quit. The results contribute to the redesigning of online gig platforms with a layer of gamified artifacts to increase gig workers' retention.
References
Abraham, K. G., Haltiwanger, J. C., Sandusky, K., & Spletzer, J. R. (2018). Measuring the gig economy: Current knowledge and open issues (No. w24950). National Bureau of Economic Research. Cambridge, MA.
Ang, S. H., Bartram, T., McNeil, N., Leggat, S. G., & Stanton, P. (2013). The effects of high-performance work systems on hospital employees' work attitudes and intention to leave: a multi-level and occupational group analysis. The International Journal of Human Resource Management, 24(16), 3086-3114.
Anwar, M. A., & Graham, M. (2020). Between a rock and a hard place: Freedom, flexibility, precarity and vulnerability in the gig economy in Africa. Competition & Change. DOI: https://doi.org/10.1177/1024529420914473
Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of Marketing Research, 14(3), 396-402.
Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2012). Impact of high-performance work systems on individual-and branch-level performance: test of a multilevel model of intermediate linkages. Journal of Applied Psychology, 97(2), 287-300.
Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and leveraging human capital resource to promote service quality: Testing a theory of performance. Journal of Management, 42(2), 480-499.
Behl, A. (2020). Antecedents to firm performance and competitiveness using the lens of big data analytics: a cross-cultural study. Management Decision.
Behl, A., & Dutta, P. (2020). Engaging donors on crowdfunding platform in Disaster Relief Operations (DRO) using gamification: A Civic Voluntary Model (CVM) approach. International Journal of Information Management, 54, 102140. DOI: https://doi.org/10.1016/j.ijinfomgt.2020.102140
Behravesh, E., Tanova, C., & Abubakar, A. M. (2020). Do high-performance work systems always help to retain employees or is there a dark side? The Service Industries Journal, 40(11-12), 825-845.
Bera, A. K., &Jarque, C. M. (1981). Efficient tests for normality, homoscedasticity and serial independence of regression residuals: Monte Carlo evidence. Economics letters, 7(4), 313-318.
Berger, T., Frey, C. B., Levin, G., &Danda, S. R. (2019). Uber happy? Work and well-being in the ‘gig economy’. Economic Policy, 34(99), 429-477.
Biron, M., & Boon, C. (2013). Performance and turnover intentions: A social exchange perspective. Journal of Managerial Psychology, 28(5), 511-531.
Blanchard, C., Baker, A., Perreault, D., Mask, L., & Tremblay, M. (2019). The importance of keeping employees satisfied. Journal of Health Organization and Management, 34(1), 23-39.
Blau, P.M. (1964), Social Exchange Theory. New York: John Wiley & Sons.
Boon, C., Den Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit. The International Journal of Human Resource Management, 22(01), 138-162.
Bott, J. P., Svyantek, D. J., Goodman, S. A., & Bernal, D. S. (2003). Expanding the performance domain: who says nice guys finish last? International Journal of Organizational Analysis, 11(2), 137-152.
Brawley, A. M. (2017). The big, gig picture: We can't assume the same constructs matter. Industrial and Organizational Psychology, 10(4), 687-696.
Brown, T. (2009). The gig economy. The Daily Beast. Accessed on 12 March, 2020 at https://www.thedailybeast.com/articles/2009/01/12/the-gigeconomy.html.
Burtch, G., Carnahan, S., & Greenwood, B. N. (2018). Can you gig it? An empirical examination of the gig economy and entrepreneurial activity. Management Science, 64(12), 5497-5520.
Cafferkey, K., &Dundon, T. (2015). Explaining the black box: HPWS and organisational climate. Personnel Review, 44(5), 666-688.
Cardador, M. T., Northcraft, G. B., &Whicker, J. (2017). A theory of work gamification: Something old, something new, something borrowed, something cool?. Human Resource Management Review, 27(2), 353-365.
Carr, C. T., Hall, R. D., Mason, A. J., & Varney, E. J. (2017). Cueing employability in the gig economy: Effects of task-relevant and task-irrelevant information on Fiverr. Management Communication Quarterly, 31(3), 409-428.
Çeker, E., & Özdaml, F. (2017). What" Gamification" Is and What It's Not. European Journal of Contemporary Education, 6(2), 221-228.
Chang, P. C., & Chen, S. J. (2011). Crossing the level of employee's performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management, 22(04), 883-901.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern Methods for Business Research, 295(2), 295-336.
Chou, Y. K. (2019). Actionable gamification: Beyond points, badges, and leaderboards. Packt Publishing Ltd.
Cohen, J. E. (1988). Statistical Power Analysis for the Behavioral Sciences. Hillsdale, NJ: Lawrence Erlbaum Associates, Inc.
Connelly, C. E., Fieseler, C., Černe, M., Giessner, S. R., & Wong, S. I. (2020). Working in the digitized economy: HRM theory & practice. Human Resource Management Review, 100762.
Cook, K. S., Cheshire, C., Rice, E. R., & Nakagawa, S. (2013). Social exchange theory. In Handbook of social psychology. Springer, Dordrecht.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479-516.
Dale, S. (2014). Gamification: Making work fun or making fun of work? Business information review, 31(2), 82-90.
Davidson, R., & MacKinnon, J. G. (1993). Estimation and inference in econometrics. OUP Catalogue, London, UK.
Deci, E. L., & Ryan, R. M. (2002). Overview of self-determination theory: An organismic dialectical perspective. Handbook of self-determination research, 3-33.
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), 182.
Deterding, S. (2019). Gamification in management: Between choice architecture and humanistic design. Journal of Management Inquiry, 28(2), 131-136.
Dubey, R., Gunasekaran, A., Childe, S. J., Bryde, D. J., Giannakis, M., Foropon, C., ... & Hazen, B. T. (2020). Big data analytics and artificial intelligence pathway to operational performance under the effects of entrepreneurial orientation and environmental dynamism: A study of manufacturing organisations. International Journal of Production Economics, 107599. DOI: https://doi.org/10.1016/j.ijpe.2019.107599
Gillespie, P. (2017), “Intuit: gig economy is 34% of US workforce”, available at: http://money.cnn.com/2017/05/24/news/economy/gig-economy-intuit/index.html
(accessed May 10, 2020).
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2(1), 335-362.
Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations. International Journal of Manpower, 36(5), 772-790.
Faisal, A. L. F., Sucahyo, Y. G., Ruldeviyani, Y., & Gandhi, A. (2019, July). Discovering Indonesian Digital Workers in Online Gig Economy Platforms. In 2019 International Conference on Information and Communications Technology (ICOIACT), 554-559. IEEE.
Feng, Y., Ye, H. J., Yu, Y., Yang, C., & Cui, T. (2018). Gamification artifacts and crowdsourcing participation: Examining the mediating role of intrinsic motivations. Computers in Human Behavior, 81, 124-136.
Firth, L., Mellor, D. J., Moore, K. A., &Loquet, C. (2004). How can managers reduce employee intention to quit?. Journal of Managerial Psychology, 19(2), 170-187.
Fisher, S. L., & Cassady, E. A. (2019). Use of Relational eHRM Tools in Gig Worker Platforms. In HRM 4.0 For Human-Centered Organizations. Emerald Publishing Limited, UK.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Frenkel, S., Sanders, K., & Bednall, T. (2013). Employee perceptions of management relations as influences on job satisfaction and quit intentions. Asia Pacific Journal of Management, 30(1), 7-29.
Friedman, G. (2014). Workers without employers: shadow corporations and the rise of the gig economy. Review of Keynesian Economics, 2(2), 171-188.
Fugate, M., Prussia, G. E., & Kinicki, A. J. (2012). Managing employee withdrawal during organizational change: The role of threat appraisal. Journal of Management, 38(3), 890-914.
Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
Gannon, J. M., Roper, A., & Doherty, L. (2015). Strategic human resource management: Insights from the international hotel industry. International Journal of Hospitality Management, 47, 65-75.
Gandini, A. (2019). Labour process theory and the gig economy. Human Relations, 72(6), 1039-1056.
Gandhi, A., Hidayanto, A. N., Sucahyo, Y. G., & Ruldeviyani, Y. (2018, October). Exploring people’s intention to become platform-based gig workers: An empirical qualitative study. In 2018 International Conference on Information Technology Systems and Innovation (ICITSI), 266-271, IEEE.
García-Chas, R., Neira-Fontela, E., & Castro-Casal, C. (2014). High-performance work system and intention to leave: a mediation model. The International Journal of Human Resource Management, 25(3), 367-389.
García-Chas, R., Neira-Fontela, E., & Varela-Neira, C. (2016). High-performance work systems and job satisfaction: a multilevel model. Journal of Managerial Psychology, 31(2), 451-466.
Garmendia, A., Elorza, U., & Aritzeta, A. (2019, July). HPWS, Job Satisfaction and Productivity: A Longitudinal Study of a Spanish Retail Company. In Academy of Management Proceedings, 2019(1), 10673-10675.
Gefen, D., & Straub, D. (2005). A practical guide to factorial validity using PLS-Graph: Tutorial and annotated example. Communications of the Association for Information systems, 16(1), 91-109.
Gkorezis, P., Georgiou, L., & Theodorou, M. (2018). High-performance work practices and nurses’ intention to leave: The mediating role of organizational cynicism and the moderating role of human resource management-related educational background. The International Journal of Human Resource Management, 29(3), 465-484.
Gleim, M. R., Johnson, C. M., & Lawson, S. J. (2019). Sharers and sellers: A multi-group examination of gig economy workers' perceptions. Journal of Business Research, 98, 142-152.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22-38.
Guide Jr, V. D. R., & Ketokivi, M. (2015). Notes from the Editors: Redefining some methodological criteria for the journal. Journal of Operations Management, 37(1), v-viii.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM). European Business Review, 26(2), 06-121.
Haivas, S., Hofmans, J., & Pepermans, R. (2013). Volunteer engagement and intention to quit from a self‐determination theory perspective. Journal of Applied Social Psychology, 43(9), 1869-1880.
Hamari, J., Koivisto, J., & Sarsa, H. (2014, January). Does gamification work?--a literature review of empirical studies on gamification. In 2014 47th Hawaii international conference on system sciences (pp. 3025-3034). IEEE.
Hasija, S., Padmanabhan, V., & Rampal, P(2020, June). Will the Pandemic Push Knowledge Work into the Gig Economy? Harvard Business Review. Accessed on 8th October 2020 at https://hbr.org/2020/06/will-the-pandemic-push-knowledge-work-into-the-gig-economy
Healy, J., Nicholson, D., & Pekarek, A. (2017). Should we take the gig economy seriously?. Labour & Industry: a journal of the social and economic relations of work, 27(3), 232-248.
Heeks, R. (2017). Decent work and the digital gig economy: a developing country perspective on employment impacts and standards in online outsourcing, crowdwork, etc. Development Informatics Working Paper, (71). Available at: http://hummedia.manchester.ac.uk/institutes/gdi/ publications/workingpapers/di/
di_wp71.pdf (accessed 20 March 2020).
Heffernan, M., & Dundon, T. (2016). Cross‐level effects of high‐performance work systems (HPWS) and employee well‐being: the mediating effect of organisational justice. Human Resource Management Journal, 26(2), 211-231.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
Hobfoll, S. E., Shirom, A., & Golembiewski, R. (2000). Conservation of resources theory. appears in Handbook of Organizational Behavior, RT Golembiewski (ed.), Marcel Dekker, New York, 57-80.
Holt, T. J., & Kennedy, J. P. (2019). Technology's Influence on White‐Collar Offending, Reporting, and Investigation. The Handbook of White‐Collar Crime, 449-468.
Homans, C. G. (1967). Fundamental social processes. In Sociology. ed. N. J. Smdser. New York: Wiley
Homans, G. C. (1961). Social behavior: Its elementary forms (Revised ed.). Harcourt Brace Jovanovich.
Hsu, C. L., & Chen, M. C. (2018). How gamification marketing activities motivate desirable consumer behaviors: Focusing on the role of brand love. Computers in Human Behavior, 88, 121-133.
Huang, N., Burtch, G., Hong, Y., &Pavlou, P. A. (2020). Unemployment and Worker Participation in the Gig Economy: Evidence from An Online Labor Market. Information Systems Research. DOI: https://doi.org/10.1287/isre.2019.0896
Huotari, K., & Hamari, J. (2017). A definition for gamification: anchoring gamification in the service marketing literature. Electronic Markets, 27(1), 21-31.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Jabagi, N., Croteau, A. M., Audebrand, L. K., & Marsan, J. (2019). Gig-workers’ motivation: thinking beyond carrots and sticks. Journal of Managerial Psychology, 34(4), 192-213.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264-1294.
Jyoti, J., & Rani, A. (2019). Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model. Journal of Business Research, 98, 166-176.
Kapp, K. M. (2012). The gamification of learning and instruction: game-based methods and strategies for training and education. John Wiley & Sons.
Kässi, O., & Lehdonvirta, V. (2018). Online labour index: Measuring the online gig economy for policy and research. Technological Forecasting and Social Change, 137, 241-248.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
Keith, M. G., Harms, P., & Tay, L. (2019). Mechanical Turk and the gig economy: exploring differences between gig workers. Journal of Managerial Psychology, 34(4), 286-306.
Ketokivi, M., & Choi, T. (2014). Renaissance of case research as a scientific method. Journal of Operations Management, 32(5), 232-240.
Ketokivi, M., & Schroeder, R. (2004). Manufacturing practices, strategic fit and performance. International Journal of Operations & Production Management, 24(2), 171-191.
Khan, A., Boroomand, F., Webster, J., & Minocher, X. (2020). From Elements to Structures: An Agenda for Organisational Gamification. European Journal of Information Systems, 1-20.
Kilhoffer, Z., Lenaerts, K., & Beblavý, M. (2017), “The platform economy and industrial relations applying the old framework to the new reality”, Research Report No. 2017/12, European Centre for Political Studies (CEPS), Brussels.
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration (ijec), 11(4), 1-10.
Koivisto, J., & Hamari, J. (2014). Demographic differences in perceived benefits from gamification. Computers in Human Behavior, 35, 179-188.
Kuhn, K. M., & Galloway, T. L. (2019). Expanding perspectives on gig work and gig workers. Journal of Managerial Psychology, 34(4), 186-191.
Kumar, J. (2013, July). Gamification at work: Designing engaging business software. In International conference of design, user experience, and usability. Springer, Berlin, Heidelberg.
Kundu, S. C., & Gahlawat, N. (2016). High performance work systems and employees’ intention to leave. Management Research Review, 39(12), 1587-1615.
Kurin, J. (2016). A Third Way for Applying US Labor Laws to the Online Gig Economy: Using the Franchise Business Model to Regulate Gig Workers. Journal of Business & Technology Law, 12(2), 193.
Landers, R. N., Bauer, K. N., Callan, R. C., & Armstrong, M. B. (2015). Psychological theory and the gamification of learning. In Gamification in education and business (pp. 165-186). Springer, Cham.
Lee, C. H., & Bruvold, N. T. (2003). Creating value for employees: investment in employee development. The International Journal of Human Resource Management, 14(6), 981-1000.
Lee, H. C. B., Ba, S., Li, X., & Stallaert, J. (2018). Salience bias in crowdsourcing contests. Information Systems Research, 29(2), 401-418.
Lehdonvirta, V. (2018). Flexibility in the gig economy: managing time on three online piecework platforms. New Technology, Work and Employment, 33(1), 13-29.
Lertxundi, A., & Landeta, J. (2011). The moderating effect of cultural context in the relation between HPWS and performance: An exploratory study in Spanish multinational companies. The International Journal of Human Resource Management, 22(18), 3949-3967.
Lindell, M. K., & Whitney, D. J. (2001). Accounting for common method variance in cross-sectional research designs. Journal of Applied Psychology, 86(1), 114.
Liu, W., He, C., Jiang, Y., Ji, R., &Zhai, X. (2020). Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service. International Journal of Environmental Research and Public Health, 17(7), 2208.
Locke, E. A. (1976). The nature and causes of job satisfaction. Handbook of industrial and organizational psychology. Rand McNally, Chicago, IL
Longley, R. (2020). Gig Economy: Definition and Pros and Cons. ThoughtCo, Accessed on Feb. 11, 2020, Available at thoughtco.com/gig-economy-4588490.
McFeely, S., & Pendell, R. (2018). What Workplace Leaders Can Learn from the Real Gig Economy. Gallup Workplace.
Manyika, J., Lund, S., Bughin, J., Robinson, K., Mischke, J., & Mahajan, D. (2016). Independent work: Choice, necessity, and the gig economy. McKinsey Global Institute, 2016, 1-16.
Masood, A., Feng, Y., Rasheed, M. I., Ali, A., & Gong, M. (2020). Smartphone-based social networking sites and intention to quit self-regulatory perspective. Behaviour & Information Technology, 1-17. DOI: https://doi.org/10.1080/0144929X.2020.1740787
Meijerink, J., & Keegan, A. (2019). Conceptualizing human resource management in the gig economy. Journal of Managerial Psychology, 34(4), 214-23.
Mekler, E. D., Brühlmann, F., Tuch, A. N., & Opwis, K. (2017). Towards understanding the effects of individual gamification elements on intrinsic motivation and performance. Computers in Human Behavior, 71, 525-534.
Michaelis, B., Wagner, J. D., & Schweizer, L. (2015). Knowledge as a key in the relationship between high-performance work systems and workforce productivity. Journal of Business Research, 68(5), 1035-1044.
Morschheuser, B., Hamari, J., & Maedche, A. (2019). Cooperation or competition–When do people contribute more? A field experiment on gamification of crowdsourcing. International Journal of Human-Computer Studies, 127, 7-24.
Nye, F. I. (1978). Is choice and exchange theory the key? Journal of Marriage and Family, 40(2), 219-233.
Ornek, O. K., Weinmann, T., Waibel, J., & Radon, K. (2020). Precarious employment and migrant workers’ mental health: a protocol for a systematic review of observational studies. Systematic Reviews, 9(1), 1-6.
Peng, D. X., & Lai, F. (2012). Using partial least squares in operations management research: A practical guideline and summary of past research. Journal of Operations Management, 30(6), 467-480.
Petriglieri, G., Ashford, S. J., & Wrzesniewski, A. (2019). Agony and ecstasy in the gig economy: Cultivating holding environments for precarious and personalized work identities. Administrative Science Quarterly, 64(1), 124-170.
Petriglieri, G., Ashford, S., & Wrzesniewski, A. (2018). Thriving in the gig economy. HBR’S 10 MUST, 109.
Pichault, F., & McKeown, T. (2019). Autonomy at work in the gig economy: analysing work status, work content and working conditions of independent professionals. New Technology, Work and Employment, 34(1), 59-72.
Poon, T. S. C. (2019). Independent workers: Growth trends, categories, and employee relations implications in the emerging gig economy. Employee Responsibilities and Rights Journal, 31(1), 63-69.
Prabowo, R., Sucahyo, Y. G., Gandhi, A., &Ruldeviyani, Y. (2019, October). Does Gamification Motivate Gig Workers? A Critical Issue in Ride-Sharing Industries. In 2019 International Conference on Advanced Computer Science and information Systems (ICACSIS) (pp. 343-348). IEEE.
Quinn, R., & Staines, G. (1979). The 1977 Quality of Employment Survey: Descriptive Statistics, with Comparison Data from the 1969-70 and the 1972-73 Surveys, Survey Research Center, Institute for Social Research, University of Michigan Press, Ann Arbor, MI.
Redondo, R., Sparrow, P., & Hernández-Lechuga, G. (2019). The effect of protean careers on talent retention: examining the relationship between protean career orientation, organizational commitment, job satisfaction and intention to quit for talented workers. The International Journal of Human Resource Management, 1-24. DOI: https://doi.org/10.1080/09585192.2019.1579247
Robson, K., Plangger, K., Kietzmann, J. H., McCarthy, I., & Pitt, L. (2015). Is it all a game? Understanding the principles of gamification. Business Horizons, 58(4), 411-420.
Rockmann, K., Jacob, M. R., & George, E. (2018). The Drive to Drive: Understanding Gig Work by Understanding the Gig Worker. Academy of Management Global Proceedings. Accessed on 6th October 2020 at https://journals.aom.org/doi/abs/10.5465/amgblproc.surrey. 2018.0088.abs
Rosenthal, R., & Rosnow, R. L. (2008). Essentials of behavioral research: Methods and data analysis. McGraw-Hill, Boston.
Ruhi, U. (2015). Level up your strategy: Towards a descriptive framework for meaningful enterprise gamification. Technology Innovation Management Review, 5(8), 5-16.
Seaborn, K., & Fels, D. I. (2015). Gamification in theory and action: A survey. International Journal of human-computer studies, 74, 14-31.
Sailer, M., Hense, J. U., Mayr, S. K., & Mandl, H. (2017). How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction. Computers in Human Behavior, 69, 371-380.
Scheiber, N. (2017). How Uber uses psychological tricks to push its drivers’ buttons. The New York Times, 2. Available at: https://www.nytimes.com/interactive/2017/04/02/ technology/100000005019770.app.html?nytapp=iphone&_r=1 (accessed 2 April 2020).
Schwellnus, C., Geva, A., Pak, M., & Veiel, R. (2019). Gig economy platforms: Boon or Bane?.OECD Economics Department Working Papers, No. 1550, OECD Publishing, Paris, https://doi.org/10.1787/fdb0570b-en.
Sepehr, S., & Head, M. (2013, October). Competition as an element of gamification for learning: an exploratory longitudinal investigation. In Proceedings of the First International Conference on Gameful Design, Research, and Applications, 2-9.
Shatz, I. (2015). Using gamification and gaming in order to promote risk taking in the language learning process. In Proceedings of the 13th Annual MEITAL National Conference. Haifa, Israel: Technion, 227-32.
Shi, L., & Cristea, A. I. (2016, June). Motivational gamification strategies rooted in self-determination theory for social adaptive e-learning. In International Conference on Intelligent Tutoring Systems (pp. 294-300). Springer, Cham.
Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
Stanford, J. (2017). The resurgence of gig work: Historical and theoretical perspectives. The Economic and Labour Relations Review, 28(3), 382-401.
Stewart, A., & Stanford, J. (2017). Regulating work in the gig economy: What are the options? The Economic and Labour Relations Review, 28(3), 420-437.
Swacha, J., & Muszyńska, K. (2016, November). Design patterns for gamification of work. In Proceedings of the Fourth International Conference on Technological Ecosystems for Enhancing Multiculturality, 763-769.
Tenenhaus, M., Vinzi, V. E., Chatelin, Y. M., & Lauro, C. (2005). PLS path modeling. Computational Statistics & Data Analysis, 48(1), 159-205.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel Psychology, 46(2), 259-293.
Tirapani, A. N., & Willmott, H. C. (2020). Theorizing Radical Conflict: Employment Relations in the Gig Economy. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 18975). Briarcliff Manor, NY 10510: Academy of Management.
Treuren, G. J. (2019). Employee embeddedness as a moderator of the relationship between work and family conflict and leaving intention. The International Journal of Human Resource Management, 30(17), 2504-2524.
Van Rhee, H., & Dul, J. (2018, July). Filling the black box of HR: Unraveling the AMO model and elevating it to the organizational level. In Academy of Management Proceedings, 2018, (1), 13840-45.
van Roy, R., & Zaman, B. (2019). Unravelling the ambivalent motivational power of gamification: A basic psychological needs perspective. International Journal of Human-Computer Studies, 127, 38-50.
Wagner, J. D., Michaelis, B., & Schweizer, L. (2012, July). Knowledge as a Key Factor in the Relationship between HPWS and Workforce Productivity. In Academy of Management Proceedings (Vol. 2012, No. 1, p. 11647). Briarcliff Manor, NY 10510: Academy of Management.
Weber, J., Azad, M., Riggs, W., & Cherry, C. R. (2018). The convergence of smartphone apps, gamification and competition to increase cycling. Transportation research part F: traffic psychology and behaviour, 56, 333-343.
Werbach, K. (2014). (Re) Defining Gamification: A Process Approach. In Persuasive Technology (pp. 266–272). Springer International Publishers
Wiener, M., Cram, W. A., & Benlian, A. (2020). Technology-Mediated Control Legitimacy in the Gig Economy: Conceptualization and Nomological Network. In Information Systems Outsourcing (pp. 387-410). Springer, Cham.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617.
Wood, A. J., Graham, M., Lehdonvirta, V., & Hjorth, I. (2019). Networked but commodified: The (dis) embeddedness of digital labour in the gig economy. Sociology, 53(5), 931-950.
Wu, N., Hoque, K., Bacon, N., & Bou Llusar, J. C. (2015). High‐performance work systems and workplace performance in small, medium‐sized and large firms. Human Resource Management Journal, 25(4), 408-423.
Wu, Y., Li, C., & Khoo, S. (2016). Predicting future volunteering intentions through a self-determination theory perspective. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 27(3), 1266-1279.
Xi, N., &Hamari, J. (2019). Does gamification satisfy needs? A study on the relationship between gamification features and intrinsic need satisfaction. International Journal of Information Management, 46, 210-221.
Ye, H. J., & Kankanhalli, A. (2017). Solvers’ participation in crowdsourcing platforms: Examining the impacts of trust, and benefit and cost factors. The Journal of Strategic Information Systems, 26(2), 101-117
Zhang, M., Zhu, C. J., Dowling, P. J., & Bartram, T. (2013). Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees. The International Journal of Human Resource Management, 24(16), 3196-3212.
Zito, M., Emanuel, F., Molino, M., Cortese, C. G., Ghislieri, C., & Colombo, L. (2018). Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction. PloS one, 13(2), e0192126.
Zuckerman, M., Porac, J., Lathin, D., & Deci, E. L. (1978). On the importance of self-determination for intrinsically motivated behavior. Personality and social psychology bulletin, 4(3), 443-446.
Downloads
Published
How to Cite
Issue
Section
License
AJIS publishes open-access articles distributed under the terms of a Creative Commons Non-Commercial and Attribution License which permits non-commercial use, distribution, and reproduction in any medium, provided the original author and AJIS are credited. All other rights including granting permissions beyond those in the above license remain the property of the author(s).
