Although it is transforming the meaning of employment for many people, little is known about the implications of the gig economy for human resource management (HRM) theory and practice. The purpose of this paper is to conceptually explore the notion of HRM in the gig economy, where intermediary platform firms design and implement HRM activities while simultaneously trying to avoid the establishment of employment relationships with gig workers.,To conceptualize HRM in the gig economy, the authors offer a novel ecosystem perspective to develop propositions on the role and implementation of HRM activities in the gig economy.,The authors show that HRM activities in the gig economy are designed to govern platform ecosystems by aligning the multilateral exchanges of three key gig economy actors: gig workers, requesters and intermediary platform firms, for ensuring value co-creation. The authors argue that the implementation of HRM activities in the gig economy is contingent on the involvement and activities of these gig economy actors. This means that they are not mere recipients of HRM but also actively engaged in, and needed for, the execution of HRM activities.,The study contributes to research by proposing a theoretical framework for studying the design of HRM activities, and their implementation, in the gig economy. From this framework, the authors derive directions for future research on HRM in the gig economy.

中文翻译：

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零工经济中的人力资源管理概念化

尽管它正在改变许多人的就业意义，但对于零工经济对人力资源管理（HRM）理论和实践的影响知之甚少。本文的目的是从概念上探索零工经济中的人力资源管理概念，中介平台公司设计并实施人力资源管理活动，同时努力避免与零工工人建立雇佣关系。作者提供了新颖的生态系统观点来提出关于人力资源管理活动在零工经济中的作用和实施的命题。作者表明，零工经济中的人力资源管理活动旨在通过协调三个主要零工经济的多边交换来管理平台生态系统。参与者：演出工作者，请求者和中介平台公司，以确保价值共创。作者认为，零工经济中人力资源管理活动的实施取决于这些零工经济参与者的参与和活动。这意味着他们不仅是人力资源管理的接受者，而且还积极参与人力资源管理活动的执行，并且是人力资源管理活动的执行所需要的。本研究通过提出一个研究人力资源管理活动的设计及其实施的理论框架，为研究做出了贡献。零工经济。作者从这个框架中得出了在零工经济中人力资源管理的未来研究方向。该研究通过提出一个理论框架来研究零工经济中人力资源管理活动的设计及其实施，为研究做出了贡献。作者从这个框架中得出了在零工经济中人力资源管理的未来研究方向。该研究通过提出一个理论框架来研究零工经济中人力资源管理活动的设计及其实施，为研究做出了贡献。作者从这个框架中得出了在零工经济中人力资源管理的未来研究方向。