라스트마일 배달업에 종사하는 긱 노동자들의 근로 동기, 근로 열의 및 근로 만족도 관계에 관한 연구
Relationship between Work Motivation, Work Engagement, and Work Satisfaction of the Gig Workers in the Last-Mile Delivery Industry
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This study tries to understand why workers participate in the gig economy based on the self-determination theory and how it affects the engagement and satisfaction of the workers by using survey data and structural equation modeling. The workers are divided into several groups for further analysis: workers who work for more/less than a year and workers who work as a main job/side job. In the group of the total sample, workers who work for more than a year, and workers who work as a main job, three positive indirect effects to work satisfaction through work engagement are confirmed: financial incentive, recognition, and autonomy. The financial incentive is also confirmed to have a positive direct effect to work satisfaction in those groups. In the group of workers who work less than a year, autonomy is confirmed to have a positive effect to work engagement but it is not connected to work satisfaction, and the financial incentive and autonomy are confirmed to have positive direct effects to work satisfaction. In the group of workers who work as a side job, the financial incentive is confirmed to have a positive effect to work engagement but it is not connected to work satisfaction, and autonomy is confirmed to have a positive direct effect to work satisfaction. Based on the result, how to reinforce the platform to target a certain group of workers is suggested.
Abstract
This study tries to understand why workers participate in the gig economy based on the self-determination theory and how it affects the engagement and satisfaction of the workers by using survey data and structural equation modeling. The workers are divided into several groups for further analysis: workers who work for more/less than a year and workers who work as a main job/side job. In the group of the total sample, workers who work for more than a year, and workers who work as a main job, three positive indirect effects to work satisfaction through work engagement are confirmed: financial incentive, recognition, and autonomy. The financial incentive is also confirmed to have a positive direct effect to work satisfaction in those groups. In the group of workers who work less than a year, autonomy is confirmed to have a positive effect to work engagement but it is not connected to work satisfaction, and the financial incentive and autonomy are confirmed to have positive direct effects to work satisfaction. In the group of workers who work as a side job, the financial incentive is confirmed to have a positive effect to work engagement but it is not connected to work satisfaction, and autonomy is confirmed to have a positive direct effect to work satisfaction. Based on the result, how to reinforce the platform to target a certain group of workers is suggested.
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