Algorithmic Rewards in the Gig Economy: When "Invisible" Motivators Outperform Pay

Huang et al. (2025) highlight that gig work challenges traditional OB theories, but reward mechanisms remain underexplored. While Dharmawan et al. (2025) study reward systems in hospitals, gig platforms rely on algorithmic nudges (e.g., surge pricing, tier systems). I propose comparing monetary vs. algorithmic rewards (e.g., priority dispatch, digital badges) for gig workers. Drawing on Michaelsen & Esch’s (2023) "nudging" mechanism (activating affective resources), we’d test whether algorithmic recognition triggers stronger approach motivation than pay. This challenges Porter & Dubin’s (1971) assumption that organizations must "structure" rewards explicitly—suggesting that invisible, platform-mediated rewards may dominate motivation in digital labor.

References:

1. Organizational Behavior in the Gig Economy: Contributions, Challenges, and New Directions. Jason L. Huang, Nathan A. Bowling, Dongyuan Wu (2025). Journal of Organizational Behavior.
2. The Effect of Leadership and Reward System on Patient Safety Culture Mediated by Nurses' Motivation in Satya Negara Sunter Hospital. Hery Dharmawan, Endang Ruswanti, Rokiah Kusumapradja (2025). Jurnal Health Sains.
3. Understanding health behavior change by motivation and reward mechanisms: a review of the literature. M. Michaelsen, T. Esch (2023). Frontiers in Behavioral Neuroscience.
4. Role of the Organization in Motivation: Structuring Rewarding Environments.. L. Porter, R. Dubin (1971).