As the so-called gig economy continues to grow, so do questions about how this type of nontraditional work compares to full-time work arrangements and how these new relationships differ and impact performance and commitment.
Researchers from the University of New Hampshire took a closer look at gig workers — which include freelancers, independent contractors and temporary workers — and examined relationships between workers and their managers and found that one trait, trust, could be a double-edged sword.
“Millions of workers are now considered gig workers, offering them more flexibility with schedules, working remotely and short-term assignments,” said Rachel Campagna, associate professor of management at UNH’s Peter T. Paul College of Business and Economics. “Our research found that with this flexibility also means less traditional workplace interaction and relationship investment by employers, which can lead to less trust by workers. But ironically, that’s not necessarily a bad thing, because in some cases, if something goes wrong, gig workers don’t seem to take it personally, rebounding more quickly and brushing it off.”
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