Intrinsic motivation and organizational identification among on-demand workers.

On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work is defined by payment on short-term contracts with no obligation for continued employment, there is little reason to believe on-demand workers experience more than extrinsic motivation and a transactional relationship with the on-demand firm. However, using self-determination theory, we argue that to the degree that on-demand work fulfills innate psychological needs individual on-demand workers will develop intrinsic motivation, which further leads to organizational identification with the on-demand firm.

The right friends in the right places: Understanding network structure as a predictor of voluntary turnover.

Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional, and theoretically distinct, facets of social capital and voluntary turnover. In 2 organizations, we found consistent evidence of a negative relationship between reputation, as measured by relationships with highly sought-out others (incoming eigenvector centrality) and voluntary turnover.

Information privacy in organizations: empowering creative and extrarole performance.

This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior (OCB). Results from 2 studies (Study 1: single organization, N=310; Study 2: multiple organizations, N=303) confirm that information privacy entails judgments of information gathering control, information handling control, and legitimacy.