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Behl, A., Jayawardena, N., Ishizaka, A., Gupta, M., & Shankar, A. (2021).
Gamification and gigification:A multidimensional theoretical approach.
Journal of Business Research, 139, 1378-1393.
The main purpose of this paper is to explore the performance of white-collared gig workers using three
theoretical perspectives: knowledge-based view theory, employee engagement theory, self-determination
theory. The study investigates the relationship between intellectual capital, collective cognitive
engagement, intrinsic motivation, and knowledge management as antecedents to the performance of gig
workers. Furthermore, it investigates whether a moderation effect of intrinsic motivation using game
elements can improve the performance of gig workers. This study uses primary data collected over 8 weeks
from January 2020 to Feb 2020. This study collects self-administered cross-sectional primary data from an
online platform that currently engages white-collar gig workers or has engaged them in two previous years
(2018 and 2019) in either one or more platforms. This study also develops a conceptual model to measure
the performance of white-collared gig workers using an extension of the three theoretical perspectives.
The mobile human resource management application (mHRM app) has
recently been seen as an innovative cloud-based solution to manage
human resource management (HRM) within organisation. Despite its
great potential, organisations have shown resistance towards the usage
of the mHRM app. This study investigates the dark side of electronic HRM
(eHRM) by examining factors affecting HR professionals’ resistance to
the mHRM app using status quo bias (SQB) theory. The study also
examines the moderating effect of personal innovativeness. Responses
were collected from 239 HR professionals using an online survey.
Structural equation modelling (SEM) and PROCESS macro were used to
Shankar, A., & Nigam, A. (2021).
examine the hypotheses. The results indicated that regret avoidance,
inertia, switching costs and perceived threat significantly affect HR
Explaining resistance intention
professionals’ resistance towards mHRM app adoption. Results also
towards mobile HRM application:
indicated that high personal innovativeness negatively moderates the
the dark side of technology
association between inhibitors and resistance to adopt the mHRM app.
adoption. International Journal of
The study’s findings will help HR professionals reduce their resistance
towards mHRM app adoption. This study enriches eHRM, mobile
Manpower, 1-20.
applications and the SQB literature.
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