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Mixed-Method Approaches to Employment Relationships in Team-Based Online Gig Work.
紀錄類型:
書目-電子資源 : Monograph/item
正題名/作者:
Mixed-Method Approaches to Employment Relationships in Team-Based Online Gig Work./
作者:
Lix, Katharina Lucia Maria.
出版者:
Ann Arbor : ProQuest Dissertations & Theses, : 2021,
面頁冊數:
173 p.
附註:
Source: Dissertations Abstracts International, Volume: 83-02, Section: B.
Contained By:
Dissertations Abstracts International83-02B.
標題:
Ethnography. -
電子資源:
http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28654946
ISBN:
9798522954635
Mixed-Method Approaches to Employment Relationships in Team-Based Online Gig Work.
Lix, Katharina Lucia Maria.
Mixed-Method Approaches to Employment Relationships in Team-Based Online Gig Work.
- Ann Arbor : ProQuest Dissertations & Theses, 2021 - 173 p.
Source: Dissertations Abstracts International, Volume: 83-02, Section: B.
Thesis (Ph.D.)--Stanford University, 2021.
This item must not be sold to any third party vendors.
Fueled by internet-based technologies that enable seamless transactions between globally dispersed individuals, new online platforms are emerging that compose "flash" teams of remote freelancers to collaborate on complex projects in diverse industries. In these provisional teams, relationships are transient, virtual, and often algorithmically mediated. This presents organizational scholars with new intriguing puzzles. First, how do flash teams achieve effective coordination despite their lack of shared context and minimal opportunities for rich interactions? Second, how do workers navigate the uncertainties associated with this way of working, including those arising from being evaluated by algorithmic systems? To answer these questions, I draw on extensive online communication data (2 million Slack messages), the performance records of 117 teams, and over 18 months of field observation from a single "gig" labor platform company that composes virtual project teams of freelance software development professionals. Study 1 develops a natural language processing-based measure of teams' cognitive diversity as expressed in their online interactions and demonstrates its task-contingent relationship with performance. In a complementary inductive approach, study 2 theorizes how leaders' situational behaviors aimed at creating role clarity explain variation in team performance outcomes. Study 3 inductively theorizes the conditions under which freelancers developed heightened levels of trust and engagement in response to an algorithmic ranking system. My findings contribute to research on team effectiveness, team temporal dynamics, and leadership, as well as to the nascent literature on algorithms at work. They also point to several empirical and methodological opportunities for organizational scholars seeking to study novel technology-enabled organizational forms.
ISBN: 9798522954635Subjects--Topical Terms:
705632
Ethnography.
Mixed-Method Approaches to Employment Relationships in Team-Based Online Gig Work.
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Fueled by internet-based technologies that enable seamless transactions between globally dispersed individuals, new online platforms are emerging that compose "flash" teams of remote freelancers to collaborate on complex projects in diverse industries. In these provisional teams, relationships are transient, virtual, and often algorithmically mediated. This presents organizational scholars with new intriguing puzzles. First, how do flash teams achieve effective coordination despite their lack of shared context and minimal opportunities for rich interactions? Second, how do workers navigate the uncertainties associated with this way of working, including those arising from being evaluated by algorithmic systems? To answer these questions, I draw on extensive online communication data (2 million Slack messages), the performance records of 117 teams, and over 18 months of field observation from a single "gig" labor platform company that composes virtual project teams of freelance software development professionals. Study 1 develops a natural language processing-based measure of teams' cognitive diversity as expressed in their online interactions and demonstrates its task-contingent relationship with performance. In a complementary inductive approach, study 2 theorizes how leaders' situational behaviors aimed at creating role clarity explain variation in team performance outcomes. Study 3 inductively theorizes the conditions under which freelancers developed heightened levels of trust and engagement in response to an algorithmic ranking system. My findings contribute to research on team effectiveness, team temporal dynamics, and leadership, as well as to the nascent literature on algorithms at work. They also point to several empirical and methodological opportunities for organizational scholars seeking to study novel technology-enabled organizational forms.
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http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28654946
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