Knowledge-intensive crowdsourcing (KIC) is becoming one of the most promising domains of crowdsourcing by leveraging human intelligence and building a large labor-intensive service network. In this network, the service providers (SPs) constitute the backbone of the KIC platform and play an important role in connecting the platform and service requesters. The SPs are a group of distributed crowds with a complex composition and high level of uncertainty, resulting in great challenges in service quality and platform management. Understanding the SPs’ competency is an effective way for the platform to manage them. Therefore, we attempt to connect the competency analysis to the environment of KIC to investigate and identify the criteria of SPs’ competency (i.e., the competency factors and dimensions required for being competent for the SPs’ business). To this end, we leverage the Latent Dirichlet Allocation (LDA) model to explore and extract hidden competency dimensions from online interview records. We then introduce the competency theory to identify and label the competency factors and dimensions and construct the three-level KSAT competency model, which presents a comprehensive vision of the SPs’ performance standards in the context of KIC. Given the competency criteria in the KSAT competency model, we use the Best-Worst Method (BWM) to determine their weights, which reflect their importance when evaluating the SPs’ competency from the platforms’ perspective. The results show that skill and knowledge are the two most important competency factors, and customer relationship management and communication ability are the two most valuable competency dimensions when evaluating the SPs’ competency. Furthermore, the KSAT competency model can be applied to analyze the competency of individuals or organizations in many other industries as well.

中文翻译：

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了解服务提供商在知识密集型众包平台中的能力：LDA 方法

知识密集型众包（KIC）通过利用人类智慧和构建大型劳动密集型服务网络，正在成为众包最有前景的领域之一。在这个网络中，服务提供者 (SP) 构成了 KIC 平台的骨干，并在连接平台和服务请求者方面发挥着重要作用。SP是一组分布式的人群，组成复杂，不确定性高，给服务质量和平台管理带来巨大挑战。了解 SP 的能力是平台管理他们的有效方式。因此，我们试图将胜任力分析与 KIC 的环境联系起来，以调查和确定 SP 胜任力的标准（即胜任 SP 业务所需的胜任力因素和维度）。为此，我们利用潜在狄利克雷分配 (LDA) 模型从在线面试记录中探索和提取隐藏的能力维度。然后，我们引入胜任力理论来识别和标记胜任力因素和维度，并构建三级 KSAT 胜任力模型，该模型在 KIC 背景下呈现了 SP 绩效标准的综合愿景。鉴于 KSAT 能力模型中的能力标准，我们使用最佳-最差方法 (BWM) 来确定它们的权重，这反映了它们在从平台的角度评估 SP 能力时的重要性。结果表明，技能和知识是最重要的两个胜任力因素，客户关系管理和沟通能力是评估SP胜任力的两个最有价值的胜任力维度。