How (not) to motivate online workers: Two controlled field experiments on leadership in the gig economy

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly Pub Date : 2021-12-01 DOI:10.1016/j.leaqua.2021.101514

Sebastian Fest , Ola Kvaløy , Petra Nieken , Anja Schöttner

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引用次数: 17

Abstract

An increasing number of workers participate in online labor markets. In contrast to traditional employment relationships within firms, the interaction between online workers and their employers are short and impersonal, which makes motivating online workers more challenging. We present results from two large-scale controlled field experiments on Amazon Mechanical Turk investigating the effects of monetary rewards and soft leadership techniques on output quantity and quality. In the first study, we investigate the effects of monetary rewards and simple upfront messages (praise or reference points). Monetary rewards increase quantity significantly. Sending simple messages, however, can have a significantly negative effect on quantity. The second study concentrates on the effects of communication based on charismatic leadership techniques. Charismatic communication techniques can also backfire if only a subset of them is used, whereas using a broad set including quantitative goals increases output quantity significantly. Neither intervention had a significant effect on the quality of work.

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如何(不)激励在线员工:关于零工经济中领导力的两项对照现场实验

越来越多的劳动者参与到在线劳动力市场中。与公司内部的传统雇佣关系相比，在线员工和雇主之间的互动时间短，没有人情味，这使得激励在线员工更具挑战性。我们在亚马逊土耳其机器人上进行了两次大规模的现场控制实验，研究了货币奖励和软领导技术对产出数量和质量的影响。在第一项研究中，我们调查了金钱奖励和简单的预先信息(表扬或参考点)的影响。金钱奖励会显著增加数量。然而，发送简单的信息会对数量产生显著的负面影响。第二项研究集中于基于魅力型领导技巧的沟通效果。如果只使用其中的一小部分，魅力型沟通技巧也会适得其反，而使用包括定量目标在内的广泛沟通技巧则会显著提高产出数量。两种干预措施对工作质量都没有显著影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Leadership Quarterly Multiple-

CiteScore

15.20

自引率

9.30%

发文量

期刊介绍： The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.