The Big, Gig Picture: We Can\u27t Assume the Same Constructs Matter

I am concerned about industrial and organizational (I-O) psychology\u27s relevance to the gig economy, defined here as the broad trends toward technology-based platform work. This sort of work happens on apps like Uber (where the app connects drivers and riders) and sites like MTurk (where human intelligence tasks, or HITs, are advertised to workers on behalf of requesters). We carry on with I-O research and practice as if technology comprises only things (e.g., phones, websites, platforms) that we use to assess applicants and complete work. However, technology has much more radically restructured work as we know it, to happen in a much more piecemeal, on-demand fashion, reviving debates about worker classification and changing the reality of work for many workers (Sundararajan, 2016). Instead of studying technology as a thing we use, it\u27s critical that we “zoom out” to see and adapt our field to this bigger picture of trends towards a gig economy. Rather than a phone being used to check work email or complete pre-hire assessments, technology and work are inseparable. For example, working on MTurk requires constant Internet access (Brawley, Pury, Switzer, & Saylors, 2017; Ma, Khansa, & Hou, 2016). Alarmingly, some researchers describe these workers as precarious (Spretizer, Cameron, & Garrett, 2017), dependent on an extremely flexible (a label that is perhaps euphemistic for unreliable) source of work. Although it\u27s unlikely that all workers consider their “gig” a full time job or otherwise necessary income, at least some workers do: An estimated 10–40% of MTurk workers consider themselves serious gig workers (Brawley & Pury, 2016). Total numbers for the broader gig economy are only growing, with recent tax-based estimates including 34% of the US workforce now and up to 43% within 3 years (Gillespie, 2017). It appears we\u27re seeing some trends in work reverse and return to piece work (e.g., a ride on Uber, a HIT on MTurk) as if we\u27ve simply digitized the assembly line (Davis, 2016). Over time, these trends could accelerate, and we could potentially see total elimination of work (Morrison, 2017)

Little Things That Count: A Call for Organizational Research on Microbusinesses

The purpose of this Incubator is to encourage organizational researchers to attend to the most common type of business in the United States—the microbusiness. After defining and describing these businesses, we propose research questions on defining and managing performance, organizational citizenship, and work–family conflict in this novel business setting

All of the Above?: an Examination of Overlapping Organizational Climates

We examined the largely unexplored issue of strong associations between multiple specific climates (e.g., for safety and for service). Given that workplaces are likely to have more than one specific climate present, it is important to understand how and why these perceptions overlap. Individual ratings (i.e., at the psychological climate level) for seven specific climates and a general positive climate were obtained from 353 MTurk Workers employed in various industries. We first observed strong correlations among a larger set of specific climates than typically studied: climates for collaboration, communication, fair treatment, fear, safety, service, and work-life balance were all strongly correlated. Second, we found that two methodological mechanisms—common method variance (CMV) due to (a) measurement occasion and (b) self-report—and a theoretical mechanism, general climate, each account for covariance among the specific climate measures. General positive climate had a primary (i.e., larger) impact on the relationships between specific climates, but CMV—especially due to measurement occasion—also accounted for significant and non-negligible covariance between climates. We discuss directions for continued research on and practice implementing specific climates in order to accurately model and modify perceptions of multiple climates

Performance Management in Family Microbusinesses

The purpose of the these studies was to develop and validate a grounded theory of performance management in United States family microbusinesses, or businesses with fewer than 10 employees, at least one of whom is a family member. U.S. microbusinesses comprise 75% of private sector businesses and account for 12 million employees (Bureau of Labor Statistics, 2015). Despite their majority presence, industrial-organizational (I-O) psychology research has often focused on larger businesses (Levy, 2006; May, 1997; Tetrick, Slack, Da Silva, & Sinclair, 2000), potentially limiting our knowledge and relevance to considerable numbers of businesses and employees.In Study 1, I conducted semi-structured interviews with 12 microbusinesses managers about managing and motivating their employees’ performance. The central phenomenon driving performance management in these businesses was caring for employees as individuals. Theoretical relationships with other categories influencing or affected by this phenomenon – such as differentiating communication across employees and resulting employee performance – were also grounded in the data. Additionally, participants evaluated the fit of current I-O psychology recommendations for performance management to their own businesses, and generally reported that the same objectives were important (e.g., good employee performance), but the process of managing employees was generally more as-needed or event-based and personalized to suit each employee best. In Study 2, I collected quantitative self-report data from a new sample of microbusiness managers with up to 20 employees (N = 235, including 128 responses from family businesses with less than 10 employees) and largely supported selected theoretical propositions from Study 1. Results indicated that creating a family or personalized environment typically improved employee performance and customer service quality, as well as potentially reduced employee turnover. However, communication differentiation was positively associated with employee turnover, and additional mixed effects were found based on business sizes. These studies extend I-O psychology and the theory of performance management to the domain of microbusinesses and provide concrete recommendations for the practice of performance management in these businesses

Seriously?: Estimates of Gig Work Dependence Vary with Question Wording

In this presentation, Brawley Newlin examines whether gig workers respond differently to questions about their dependence on gig income based on question wording and/or based on objective dependence measures (e.g., number of dependent children, hours worked in the gig). Results show that about half of the variability in responses is due to question wording, and half is due to more objective dependence factors

Textbook Remix: An Introduction to LibreTexts for OER Editing

So, you’ve found an open textbook that you really like, but it’s not quite right for your class? LibreTexts might be the answer! Join us for this informal webinar to learn a little more about this online platform designed for customizing and distributing open textbooks. From Gettysburg College, Scholarly Communications Librarian Mary Elmquist will provide an introduction to the platform, its structure and features, and Dr. Alice Brawley Newlin, Assistant Professor of Management, will speak on her ongoing experiences using LibreTexts to edit and implement an open textbook for a Statistical Methods course. This session should provide insight for both instructors interested in LibreTexts for their own projects and for librarians and other staff on campus who work to support OER adoption. Please bring your questions, as there will be plenty of time for Q&A

Non-linear optomechanical measurement of mechanical motion

Precision measurement of non-linear observables is an important goal in all facets of quantum optics. This allows measurement-based non-classical state preparation, which has been applied to great success in various physical systems, and provides a route for quantum information processing with otherwise linear interactions. In cavity optomechanics much progress has been made using linear interactions and measurement, but observation of non-linear mechanical degrees-of-freedom remains outstanding. Here we report the observation of displacement-squared thermal motion of a micro-mechanical resonator by exploiting the intrinsic non-linearity of the radiation pressure interaction. Using this measurement we generate bimodal mechanical states of motion with separations and feature sizes well below 100~pm. Future improvements to this approach will allow the preparation of quantum superposition states, which can be used to experimentally explore collapse models of the wavefunction and the potential for mechanical-resonator-based quantum information and metrology applications.Comment: 8 pages, 4 figures, extensive supplementary material available with published versio

Primary Traits Of Oral Business Presentation: Translatable Use For Assessment In A Virtual Learning Environment

As more and more classes are taught on-line, new challenges for assessment of student learning have come about. In this paper on the use of digital video (DV) as an acceptable means to assess student oral business presentation skills, content analysis was used to test for the presence of primary traits inherent in effective formal business presentation. A specific set of traits was identified through a comprehensive literature review. Primary traits: eye contact or absence of reading, vocal variety, credibility or confidence, appearance of nervous mannerisms, and the purposeful use of the body represented the five independent variables in a one-level experiment. The five factors were accumulated into a survey instrument for use by study assessors experienced in evaluating formal business presentation skills. Study assessors looked at each speaker to determine if they could assess the five traits. Overall results indicated the five primary traits were noticeable 88.8% of the time, thereby rejecting the null hypothesis. This suggests that digital video may offer a technological solution for oral presentation skills assessment. This is an important finding for faculty in time and distance constrained environments. Future research is suggested to isolate quality characteristics in the digital film environment and to examine the impact that digital video has on student learning and skills

The Neglect of Network Theory in Practice with Immigrants in the Southwest

This paper reviews selected theories of international migration including social network and human capital. It discusses the nature of social networks among immigrants and the costs and benefits for the sending and receiving countries. The history of social network theory in social work practice is revisited. Given the current importance of immigration in the Southwest, the strength and limitations of applying networking principles in practice with immigrants in the border areas are included. This article does not focus on the complexity of networks among refugees or asylum seekers, where government population dispersion or resettlement policies might change their circumstances

Will We Build A Wall? Fear of Mexican/Latino Immigration in U.S. History

A presidential election was won on the strength of a nativist philosophy which asserts that the U.S. must build a wall of separation with its closest neighbor to the South. The current president has voiced not only his frustration and prejudices but the nativist sentiments of the public. The emphasis on “building the wall” and the antagonism expressed towards Mexico have deepened the centuries-old sense of fear and separation felt by members of the Mexican/Latino immigrant group. Can we look at history in search of plausible explanations? This paper examines past and contemporary reasons that might explain the observable antagonism to the Mexican/Latino population in the U.S. today