Pay for performance, satisfaction and retention in longitudinal crowdsourced research.
Pay for performance, satisfaction and retention in longitudinal crowdsourced research.
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DOI：
10.1371/journal.pone.0245460
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发表时间：
2021
期刊：
影响因子：
3.7
通讯作者：
Miles AF
中科院分区：
文献类型：
--
作者：
Auer EM;Behrend TS;Collmus AB;Landers RN;Miles AF
在社会和认知科学领域，众包提供了多达一半的研究参与者。尽管如此受欢迎，研究人员通常不会准确地将参与者概念化为零工经济工人参与者。应用员工激励理论以及员工与雇主之间的心理契约理论，我们在一项纵向研究中假设薪酬和加薪会提高员工的满意度、绩效和保留率。在一项雇用 359 名亚马逊土耳其机器人工人的实验中，我们发现初始薪酬、随时间推移薪酬的相对增长以及总体薪酬对后续绩效没有实质性影响。然而，薪酬显着预测了参与者的感知选择、正义感和消耗。鉴于此，我们得出的结论是，工人参与者特别容易受到剥削，他们谈判薪酬的权力相对较低。这项研究的结果表明，希望使用 MTurk 众包研究参与者的研究人员可能不会面临实际危险，例如因工资较低而导致绩效下降，但他们必须认识到公平对待工人的道德义务。
In the social and cognitive sciences, crowdsourcing provides up to half of all research participants. Despite this popularity, researchers typically do not conceptualize participants accurately, as gig-economy worker-participants. Applying theories of employee motivation and the psychological contract between employees and employers, we hypothesized that pay and pay raises would drive worker-participant satisfaction, performance, and retention in a longitudinal study. In an experiment hiring 359 Amazon Mechanical Turk Workers, we found that initial pay, relative increase of pay over time, and overall pay did not have substantial influence on subsequent performance. However, pay significantly predicted participants' perceived choice, justice perceptions, and attrition. Given this, we conclude that worker-participants are particularly vulnerable to exploitation, having relatively low power to negotiate pay. Results of this study suggest that researchers wishing to crowdsource research participants using MTurk might not face practical dangers such as decreased performance as a result of lower pay, but they must recognize an ethical obligation to treat Workers fairly.
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