Job crafting verhoogt de intrinsieke motivatie van platformwerkers
Binnen organisaties is het van essentieel belang om de intrinsieke motivatie van werknemers te bevorderen, wat betekent dat zij hun werk spannend vinden en het van nature graag doen. Deze verantwoordelijkheid ligt in de eerste plaats bij de supervisor of leider van een bedrijf, die ervoor moet zorgen dat de inhoud en de structuur van de baan aantrekkelijk en uitdagend zijn. Maar wat als dit spilfiguur ontbreekt? Dit probleem doet zich frequent voor bij organisaties die hun bedrijfsmodel baseren op algoritmen (voornamelijk gekend als platformorganisaties). Hoewel de technologische implementaties helpen om de kosten te verlagen en de efficiëntie te verhogen, wordt weinig of geen belang gehecht aan de verrijking van het werkontwerp. Binnen het departement Human Resource Management van de KU Leuven werd daarom onderzoek verricht naar platformwerkers en het mogelijke effect van dagelijkse job crafting op de dagelijkse intrinsieke motivatie via dagelijkse jobverrijking.
Wat is dagelijkse job crafting?
Dagelijkse job crafting is een proactieve methode die individuen in staat stelt om de inhoud en structuur van een job aan te passen aan persoonlijke voorkeuren. De bevindingen van deze studie tonen aan dat platformwerkers het dagelijkse ontwerp van een job zelf kunnen verrijken door gebruik te maken van specifieke crafting technieken en op die manier de dagelijkse intrinsieke motivatie kunnen bevorderen. Meer specifiek kunnen platformwerkers dit doen door het aantal of type taken dat ze moeten uitvoeren aan te passen (d.w.z., dagelijkse taak crafting), door de mate en kwaliteit van interacties met collega's of klanten te verbeteren (d.w.z., dagelijkse relationele crafting), en door de perceptie van (een deel van) de baan te veranderen (d.w.z., dagelijkse cognitieve crafting).
Inzichten
Dit onderzoek heeft fundamentele implicaties voor platformwerkers, aangezien dagelijkse job crafting mogelijkheden biedt om de dagelijkse intrinsieke motivatie zelf te bevorderen in plaats van te vertrouwen op HR-ondersteuning van organisaties. Toch kunnen deze organisaties ook inzichten trekken, voornamelijk dat het relevant is om dagelijks crafting gedrag aan te moedigen, bijvoorbeeld door meer taken aan te bieden die aansluiten bij de persoonlijke voorkeuren van werknemers of door faciliteiten te bieden waar collega's met elkaar kunnen praten.
De studie
Om deze studie uit te voeren, werd een online algemene vragenlijst afgenomen bij 51 platformwerkers die voeding leveren om te meten in hoeverre deze mensen een persoonlijke behoefte hadden aan groei en ontwikkeling. Vervolgens werd gedurende vier dagen een online dagboekonderzoek uitgevoerd om het dagelijks crafting gedrag, de dagelijkse taakverrijking en de intrinsieke motivatieniveaus te meten.
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