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THE RISE AND NATURE OF ALTERNATIVE WORK ARRANGEMENTS IN THE UNITED STATES, 1995–2015
To monitor trends in alternative work arrangements, the authors conducted a version of the Contingent Worker Survey as part of the RAND American Life Panel in late 2015. Their findings point to a rise in the incidence of alternative work arrangements in the US economy from 1995 to 2015. The percentage of workers engaged in alternative work arrangements—defined as temporary help agency workers, on-call workers, contract workers, and independent contractors or freelancers—rose from 10.7% in February 2005 to possibly as high as 15.8% in late 2015. Workers who provide services through online intermediaries, such as Uber or TaskRabbit, accounted for 0.5% of all workers in 2015. Of the workers selling goods or services directly to customers, approximately twice as many reported finding customers through off-line intermediaries than through online intermediaries.
Journal Article
Quantifying hierarchy and dynamics in US faculty hiring and retention
Faculty hiring and retention determine the composition of the US academic workforce and directly shape educational outcomes
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, careers
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, the development and spread of ideas
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and research priorities
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,
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. However, hiring and retention are dynamic, reflecting societal and academic priorities, generational turnover and efforts to diversify the professoriate along gender
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–
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, racial
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and socioeconomic
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lines. A comprehensive study of the structure and dynamics of the US professoriate would elucidate the effects of these efforts and the processes that shape scholarship more broadly. Here we analyse the academic employment and doctoral education of tenure-track faculty at all PhD-granting US universities over the decade 2011–2020, quantifying stark inequalities in faculty production, prestige, retention and gender. Our analyses show universal inequalities in which a small minority of universities supply a large majority of faculty across fields, exacerbated by patterns of attrition and reflecting steep hierarchies of prestige. We identify markedly higher attrition rates among faculty trained outside the United States or employed by their doctoral university. Our results indicate that gains in women’s representation over this decade result from demographic turnover and earlier changes made to hiring, and are unlikely to lead to long-term gender parity in most fields. These analyses quantify the dynamics of US faculty hiring and retention, and will support efforts to improve the organization, composition and scholarship of the US academic workforce.
An analysis of the academic employment and doctoral education of faculty members at all PhD-granting US universities from 2011 to 2020 shows that a small minority of universities (20.4%) supply a large majority of faculty members (80.0%).
Journal Article
Work Precarity and Gig Literacies in Online Freelancing
Many workers have been drawn to the gig economy by the promise of flexible, autonomous work, but scholars have highlighted how independent working arrangements also come with the drawbacks of precarity. Digital platforms appear to provide an alternative to certain aspects of precarity by helping workers find work consistently and securely. However, these platforms also introduce their own demands and constraints. Drawing on 20 interviews with online freelancers, 19 interviews with corresponding clients and a first-hand walkthrough of the Upwork platform, we identify critical literacies (what we call gig literacies), which are emerging around online freelancing. We find that gig workers must adapt their skills and work strategies in order to leverage platforms creatively and productively, and as a component of their ‘personal holding environment’. This involves not only using the resources provided by the platform effectively, but also negotiating or working around its imposed structures and control mechanisms.
Journal Article
Enterprise social media use and overload: A curvilinear relationship
Considerable research has focused on the positive effects of information technology use. However, emerging research and practice commentary highlight the importance of considering the negative side of information technology use. The current study investigates how enterprise social media use (i.e. work- and social-related use) influences employees’ perceived overload (i.e. information and social overload), which in turn affects enterprise social media-related strain. In addition, we posit that communication visibility moderates the nonlinear relationship between enterprise social media use and overload. Using a survey of 282 enterprise social media users in the workplace as a basis, we find an inverted U-shaped relationship between work-related enterprise social media use and information overload and between work-related enterprise social media use and social overload. Moreover, a U-shaped relationship is found between social-related enterprise social media use and information overload and between social-related enterprise social media use and social overload. Communication visibility positively moderates the inverted U-shaped relationships between work-related enterprise social media use and information overload and between work-related enterprise social media use and social overload, but negatively moderates the U-shaped relationship between social-related enterprise social media use and information overload. The theoretical and practical implications are also discussed.
Journal Article
Coworking-spaces: how a phenomenon of the sharing economy builds a novel trend for the workplace and for entrepreneurship
The sharing economy brings a new phenomenon—coworking-spaces. One aspect of coworking-spaces is the sharing of office space; another is the sharing of social spaces beside the office. Both give rise to social interactions and thus knowledge and idea exchanges which might provide more than a mere sharing of working-spaces but of entrepreneurship or of incubation. Coworking-spaces stimulate the finding of mates for teams, projects, and entrepreneurship. This paper introduces coworking-spaces into management research. We deliver an understanding of coworking-spaces and then identify key factors which lead to our conceptual model. Our model assumes that performance, especially entrepreneurial performance improves by the learning processes among coworking-users that take upon the individual efficacy, trust and community among coworking-users. All the concepts have a positive relation. Yet, opportunism, often as knowledge leakage, will directly and indirectly spoil learning processes and entrepreneurial performance as it reduces their antecedents trust and community building.
Journal Article
Uber happy? Work and well-being in the ‘Gig Economy’
SUMMARY
We study the rise of the so-called ‘gig economy’ through the lens of Uber and its drivers in the United Kingdom. Using administrative data from Uber and a new representative survey of London drivers, we explore their backgrounds, earnings, and subjective well-being. We find that the vast majority of Uber drivers are male immigrants, primarily drawn from the bottom half of the London income distribution. Most transitioned out of permanent part- or full-time jobs and about half of drivers’ report that their incomes increased after partnering with Uber. After covering vehicle operation costs and Uber’s service fee, we estimate that the median London driver earns about £11 per hour spent logged into the app. But while Uber drivers remain at the lower end of the London income distribution, they report higher levels of life satisfaction than other workers. Consistent with a trade-off between evaluative and emotional well-being observed among the self-employed, they also report higher anxiety levels. We hypothesize that the higher life satisfaction among Uber drivers partly reflects their preferences for flexibility and the autonomy that the platform offers. We provide suggestive evidence showing that drivers who emphasize flexibility as an important motivation to join Uber also report higher levels of subjective well-being. However, a minority of drivers who report that they would prefer work as an employee report lower levels of life satisfaction and higher levels of anxiety. Overall, our findings highlight the importance of non-monetary factors in shaping the welfare of workers in the gig economy.
Journal Article
Implementing the Marketing Concept at the Employee—Customer Interface: The Role of Customer Need Knowledge
Although the identification of customer needs constitutes a cornerstone of the marketing concept, the accuracy of frontline employees' perceptions of customer needs has never been examined in a systematic manner. Following research in social cognition, this article introduces the concept of \"customer need knowledge\" (CNK), which describes the extent to which a frontline employee can accurately identify a given customer's hierarchy of needs. The results of two large-scale, multilevel investigations involving data from three different levels (customers, employees, and managers) demonstrate the importance of CNK for the provision of customer satisfaction and customer value. In particular, CNK fully mediates the influence of employees' customer orientation and cognitive empathy on these customer outcomes. Moreover, whereas the length of the relationship between an employee and a particular customer enhances CNK, a large age discrepancy in relation to the customer decreases employees' level of CNK.
Journal Article
Learning From Coworkers
We investigate learning at the workplace. To do so, we use German administrative data that contain information on the entire workforce of a sample of establishments. We document that having more-highly-paid coworkers is strongly associated with future wage growth, particularly if those workers earn more. Motivated by this fact, we propose a dynamic theory of a competitive labor market where firms produce using teams of heterogeneous workers that learn from each other. We develop a methodology to structurally estimate knowledge flows using the full-richness of the German employer-employee matched data. The methodology builds on the observation that a competitive labor market prices coworker learning. Our quantitative approach imposes minimal restrictions on firms’ production functions, can be implemented on a very short panel, and allows for potentially rich and flexible coworker learning functions. In line with our reduced-form results, learning from coworkers is significant, particularly from more knowledgeable coworkers. We show that between 4 and 9% of total worker compensation is in the form of learning and that inequality in total compensation is significantly lower than inequality in wages.
Journal Article
Paying for Free Delivery
This article explores supply chain pressures in parcel delivery and how the drive to contain costs to ‘preserve value in motion’, including the costs of failed delivery, underpins contractual differentiation. It focuses on owner-drivers and home couriers paid by delivery. It considers precarity through the lens of the labour process, while locating it within the supply chain, political economy and ‘instituted economic process’ that define it. Focus on the labour process shows how ‘self-employment’ is used to remove so-called ‘unproductive’ time from the remit of paid labour. Using Smith’s concept of double indeterminacy the article captures the dynamic relationship between those on standard and non-standard contracts and interdependency of effort power and mobility power. It exposes the apparent mobility and autonomy of dependent self-employed drivers while suggesting that their presence, alongside the increased use of technology, reconfigures the work-effort bargain across contractual status.
Journal Article