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Objectives This study examined the relationships between work stressors (i.e., precarious work conditions, customer incivility, fast work pace, and job insecurity) and their relations with job satisfaction and emotional exhaustion among platform drivers in mainland China. In addition, we tested whether psychological capital (PsyCap) moderated the hypothesized relationships. Methods 2539 platform drivers (Men = 2244; Women = 295, Mean age = 28.18, SD = 6.38) in Mainland China were recruited. Results Work stressors were positively related to emotional exhaustion but negatively associated with job satisfaction. Regarding the hypothesized moderating effect, PsyCap moderated the association between precarious work conditions and fast work pace in predicting job satisfaction. Furthermore, PsyCap also interacted with precarious work conditions, job insecurity, and customer incivility in predicting emotional exhaustion. Conclusion The occupational well-being of platform drivers was significantly related to their working conditions. PsyCap is a salient factor that alleviates the negative work stressors that affect these outcomes. Learning outcomes After reading this manuscript, the learner will be better able to.  • Identify key work factors that are significantly related to platform drivers’ well-being.  • Evaluate the moderating role of psychological capital (PsyCap).

This study investigates gender-based differences in the satisfaction ranking of riders on real-time crowdsourcing logistics platforms, using online reviews from the Ele.me platform. Quantitative methods, including the frequency ratio-based Analytic Hierarchy Process (AHP), probabilistic linguistic term sets (PLTS), and fuzzy comprehensive evaluation (FCE), were applied to analyze satisfaction differences between men and women riders. The findings reveal an asymmetric pattern in satisfaction preferences: women riders place more emphasis on perceived value, while men riders prioritize service perceived quality. Although both groups rank platform image, product perceived quality, and rider expectations similarly, the importance of these factors varies significantly, indicating an underlying asymmetry in their expectations and values. Women riders express higher satisfaction with platform image, rider expectations, service perceived quality, and product perceived quality, with rider expectations showing the largest difference. Additionally, the multi-criteria decision-making methods used in this study offer insights for optimizing service performance in real-time crowdsourcing logistics platforms, particularly in handling uncertainty and enhancing system adaptability through fuzzy sets. These findings provide a basis for developing gender-specific strategies aimed at enhancing rider satisfaction, minimizing turnover, and improving platform adaptability—contributing to a more inclusive and sustainable logistics supply chain.

Online labor platforms (OLPs) can use algorithms to strengthen the control of the labor process. In fact, they construct work circumstances with higher work requirements and pressure. Workers’ autonomy in behavior is limited, which will have a great influence on their labor psychology. In this paper, taking the online take-out platform as an example and by using a qualitative study of take-out riders’ delivery processes, which were supplemented by semi-structured, in-depth interviews with online platform executives and engineers, we used grounded theory to explore the influencing factors of OLPs’ algorithmic management on take-out riders’ working psychology. The quantitative analysis results showed that, in the context of conflict between work autonomy and algorithmic management, platform workers experienced psychological tensions relating to work satisfaction, compensation, and belonging. Our research contributes to protect public health and labor rights of OLP workers.

In the European Union, over 28 million people work through more than 500 available digital platforms, and it is estimated that by 2025, this number will reach 43 million. However, we lack up-to-date and sufficient data on employed individuals, as platforms practice a policy of non-disclosure of data. This paper focuses on the so-called location-based platforms and specifically the figure of the rider, understood as the individual who, through a commercial or labor relationship with a company, performs tasks such as the delivery of goods to end customers. By conducting 143 surveys and 15 in-depth interviews with riders, we identified a series of characteristics that allow us to analyze this archetype of contemporary work–digital relations and delve deeper into relevant questions related to this figure, which have to do with the modality linked to the performance of their activity (self-employed or salaried), the levels of job satisfaction with respect to their activity, or the strategies for work or personal conciliation. Specifically, we focus on those discourses that refer to the characteristics of flexibility and autonomy inherent to this type of work, analyzing a heterogeneity of discourses that explain, on the one hand, a situation of precariousness and, in other cases, a job opportunity and a self-employment strategy, introducing the idea of flexi-vulnerability understood as a concept that captures the dual nature of flexibility and vulnerability experienced by individuals who work as self-employed in the so-called “gig” economy.

The benefits of online collaborative learning, sometimes referred to as CSCL (computer-supported collaborative learning) are compelling, but many instructors are loath to experiment with non-conventional methods of teaching and learning because of the perceived problems. This paper reviews the existing literature to present the seven most commonly reported such problems of online group learning, as identified by both researchers and practitioners, and offers practical solutions to each, in the hope that educators may be encouraged to “take the risk”.

This study explores the impact of public safety emergencies on the preferences of women riders within Shanghai’s real-time crowdsourcing logistics platform. It employs quantitative research methods, utilizing LDA topic modeling and ERNIE categorization model for data analysis. The research identifies six key topics influencing riders’ preferences: Tip Order Information, Sharing and Volunteering, Epidemic Delivery Rules, Quality of Work and Life, Epidemic Control Measures, and Liability Exemption and Reward. The study reveals a cognitive bias among riders towards positive utilities, indicating a generally optimistic emotional state which influences their utility preferences. The findings suggest that the riders prioritize social interests and responsibilities during the pandemic, demonstrating adaptability to new work environments and appreciation for supportive measures by platforms. The study provides insights into the nuances of women riders’ preferences, emphasizing the need for targeted strategies by platforms and authorities to enhance job satisfaction and address challenges faced by women riders. Plain Language Summary Women riders’ preference of Shanghai in epidemic time This study explores the impact of public safety emergencies on the preferences of women riders within Shanghai’s real-time crowdsourcing logistics platform. It employs quantitative research methods, utilizing LDA topic modeling and ERNIE categorization model for data analysis.

The authors use the British Workplace Employment Relations Survey to assess whether the combination of employee stock ownership (ESO) plans and participation in decision-making positively affect productivity or whether ESO alone affects employee productivity. By assessing the extent to which employees participate in ESOs and the quality of their decisionmaking, the authors provide a clearer and more nuanced picture of this relationship with productivity. On the one hand, results show that stock plans seem to need other forms of employee involvement and \"voice\" in the firm to be effective, especially when there is minority participation in the ESO plan. On the other hand, results indicate that majority participation in the plan has an independent effect on productivity. Overall, the authors' research challenges prevailing views about the complementarity of stock ownership and employee involvement practices.

The author studies the past, contemporaneous, and future effects of union membership on job satisfaction. Using eleven waves (5-15) of the British Household Panel Survey, he documents evidence rejecting the paradox of dissatisfied union members. By separating union \"free-riders\" from unioncovered non-members in fixed-effects equations, he finds significant anticipation effects to unionism for both prospective and covered non-members of both genders. Workers go on to report, on average, a significant net increase in their overall job satisfaction in the year unionization occurs, although this decreases with time. Moreover, adaptation to unionism is complete within the first few years of unionization. One explanation for this is that workers adapt their reported satisfaction over time to support their union bargaining efforts, which would be consistent with at least one explanation given for a union's role in fanning the flames of discontent with management during contract negotiations. That is, members may not actually be as dissatisfied with their jobs as it appears.

We examine the joint effects of task interdependence and reward interdependence on group behavior and performance. We develop a model that predicts that task and reward interdependence will interact to increase performance, and present results of a laboratory experiment that confirms our prediction. We explore the efficacy of group reward systems for different task designs, and the relationship between cooperation and performance. We confirm earlier results on the weakness of the free-rider effect in small face-to-face groups. We also find, surprisingly, that while reward interdependence is important to performance, task interdependence, but not reward interdependence, drives observed cooperative behavior. This last result suggests caution in interpreting the efficacy of changes in the design of work. Such changes, if unaccompanied by changes in the design of the reward system, are likely to appear successful in terms of observed cooperation, but may not enhance performance.