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The purpose of this paper is to provide an investigation of how different types of gig workers engage in the gig economy. Specifically, the authors distinguish between workers who view gig work as primary income (or not) and those workers who view it as a job (or not).

In total, 1,190 Mechanical Turk (MTurk) workers completed surveys across two studies examining whether types of workers differ based on demographic characteristics, utilization of MTurk, why they participate in the gig economy on MTurk (i.e. push and pull factors) and how this impacts life satisfaction.

Workers relying on MTurk as a primary income had lower incomes and spent more time completing large numbers of work units. This group of workers also reported fewer pull factors (e.g. enjoyment) as a reason for working in the gig economy and had lower levels of self-reported current and predicted future life satisfaction. Individuals who view MTurk as a job were more likely to treat MTurk like a job – engaging in online communities and having a regular work schedule. These workers were more likely to report pull factors (e.g. enjoyment and challenge) and did not differ on life satisfaction.

The current research contributes to our understanding of MTurk, one of the largest online platforms for gig work, as part of the diverse gig economy and highlights potential areas for future research.

Despite widespread interest in the gig economy, academic research on the topic has lagged behind. The present chapter applies organizational theory and research to compose a working model for understanding participation in the gig economy and how gig work may impact worker health and well-being. Drawing from past research this chapter defines the gig economy in all its diversity and advances a framework for understanding why individuals enter into gig economy. Next, the authors discuss how various characteristics of the gig economy and gig workers can be understood as both demands and resources that influence how gig work is likely to be experienced by the individual. To understand how these characteristics are likely to influence worker health and well-being, we draw from past research on alternative work arrangements and entrepreneurship, as well as the limited extant research on the gig economy. Finally, a research agenda is proposed to spur much needed research on the gig economy and its workers.

After observing customer interactions in a Best Buy in Dallas, the regional HR manager considers training sales representatives in a second language. Considering that the store's regional customer base ranges between 13% and 30% Latino, she believes it may be a prudent option and immediately thinks of Rosetta Stone software as a cost-effective approach. Yet she still must translate her instincts into a quantifiable, tangible return on investment, particularly under demanding economic conditions.

The purpose of this research is to examine whether personality and motivational driver differences exist across three generations of working Australians: Baby Boomers, Gen Xs, and Gen Ys.

Using the Occupational Personality Questionnaire and the Motivation Questionnaire, the study examined cross‐sectional differences in personality and motivational drivers across three generations.

The results are not supportive of the generational stereotypes that have been pervasive in the management literature and the media. Specifically, few meaningful differences were found between the three generations. Moreover, even when differences have been observed, these have related more to age than generation.

One of the key limitations is the use of cross‐sectional data. To further explore this issue, it would be interesting to undertake a longitudinal study to assess personality preferences and motivational drivers of the different generations, when the participants are at the same age or the same point in their career.

The research emphasizes the importance of managing individuals by focusing on individual differences rather than relying on generational stereotypes, which may not be as prevalent as the existing literature suggests.

Managers and HR professionals may find the lack of differences across generations interesting and refreshing, in contrast with the popular management literature.

The purpose of this paper is to describe the ongoing, iterative and empirical work to develop, test and revise the Community Equity Literacy Leadership Assessment (CELLA) for principals through several studies: a sorting study and expert panel survey review.

This study employs several survey development methods, including a sorting study and expert panel survey review.

The findings suggest that each study improved the CELLA’s items and provided useful learning for future testing cycles of inquiry.

Research suggests that principal leadership is a significant aspect of equitable and authentic school–family–community engagement. However, there is a paucity of theoretically grounded and psychometrically sound instruments to assess principals’ knowledge and skills in this area. To address this gap, the authors developed the CELLA for school leaders and their leadership teams.

Research on creative workers speaks to the relative lack of job opportunities available, the role that changing production logics play in shaping such opportunities, and gender disparities in success. Tracking 22,561 hits found on Billboard's mainstream charts, we examine various factors that may spur or hamper the success of female recording acts. We find that the expanding logic of decentralized production eliminates the negative effect of concentration on the success of female acts and that the presence of successful female acts in one period bodes well for subsequent female acts, until a glass ceiling of sorts is reached.