Introduction
The rise of the gig economy has transformed traditional notions of employment, with an increasing number of workers engaging in short-term, flexible roles across various sectors. Gig workers, often operating as independent contractors for platforms such as Uber, Deliveroo, or TaskRabbit, face inherent uncertainties, particularly regarding job security. This essay explores the concept of job security—or the lack thereof—and its profound impact on the motivation and engagement of gig workers. By focusing on the context of the gig economy within the UK, this discussion will examine how precarious employment conditions influence workers’ psychological states and workplace behaviours. The essay will first define job security and the gig economy, before analysing the theoretical links between security, motivation, and engagement. It will then evaluate the challenges gig workers face and consider potential strategies for improvement, drawing on academic literature and credible sources to support the arguments.
Understanding Job Security in the Gig Economy
Job security traditionally refers to the assurance of continued employment and protection from arbitrary dismissal or economic downturns (Greenhalgh and Rosenblatt, 1984). In contrast, gig work is characterised by its temporary and often unpredictable nature, with workers lacking access to benefits such as sick pay, pensions, or guaranteed hours (Woodcock and Graham, 2019). In the UK, the gig economy has expanded rapidly, with estimates suggesting that around 4.7 million people participated in such work by 2020 (Lepanjuuri et al., 2018). Typically, gig workers are classified as self-employed, which excludes them from many employment protections enshrined in UK labour law, such as the right to a minimum wage or redundancy pay.
This precarious employment model fundamentally undermines job security, creating a sense of instability that can influence workers’ attitudes towards their roles. Indeed, the absence of a stable income or long-term prospects often leaves gig workers vulnerable, raising questions about how such conditions affect their motivation to perform effectively and their engagement with the tasks or platforms they serve.
Theoretical Links Between Job Security, Motivation, and Engagement
Motivation and engagement are critical determinants of workplace performance, and both are deeply intertwined with perceptions of job security. According to Maslow’s hierarchy of needs, security—encompassing financial and employment stability—is a fundamental need that must be met before individuals can pursue higher-level goals such as self-esteem or self-actualisation through their work (Maslow, 1943). For gig workers, the lack of job security arguably hinders their ability to feel motivated, as the constant threat of losing income overshadows other aspects of job satisfaction.
Moreover, Herzberg’s two-factor theory of motivation suggests that hygiene factors, such as job security, are essential to prevent dissatisfaction (Herzberg, 1966). While the flexibility of gig work may serve as a motivator for some, the absence of basic protections often leads to frustration and disengagement. Supporting this, research by Ashford et al. (2007) indicates that job insecurity can result in reduced organisational commitment and lower levels of engagement, as workers prioritise short-term survival over long-term investment in their roles. For gig workers, this might manifest as reduced effort or a reluctance to build rapport with platform users, further exacerbating their detachment from the work.
Challenges of Job Insecurity for Gig Workers
The impact of job insecurity on gig workers’ motivation and engagement is evident in several practical challenges. Firstly, the lack of a guaranteed income creates financial stress, which can detract from workers’ focus and enthusiasm. A study by the Trades Union Congress (TUC) revealed that many gig workers in the UK struggle to earn a living wage, with some reporting periods of no income due to fluctuating demand (TUC, 2017). This financial unpredictability often forces workers to take on multiple gigs simultaneously, leading to burnout and further diminishing engagement.
Secondly, the absence of employment benefits and protections heightens feelings of vulnerability. Unlike traditional employees, gig workers are not entitled to sick leave or holiday pay, meaning that illness or personal circumstances can result in immediate income loss. This precariousness discourages long-term commitment to a single platform or role, as workers must remain adaptable to survive. For instance, a Deliveroo rider may disengage from the platform during low-demand periods, seeking alternative income sources rather than building a consistent relationship with the company.
Finally, the algorithmic management systems employed by many gig platforms exacerbate feelings of insecurity. Workers are often rated by customers and can face deactivation from platforms with little warning or explanation (Woodcock and Graham, 2019). Such practices not only undermine workers’ sense of control but also erode trust, further impacting their motivation to perform beyond the minimum required.
Potential Strategies to Enhance Motivation and Engagement
Addressing the negative effects of job insecurity on gig workers requires innovative solutions that balance the flexibility of gig work with greater stability. One approach could involve platforms offering optional contracts that provide a minimum number of hours or income guarantees, thereby reducing financial uncertainty. While this may challenge the core business model of many platforms, it could enhance worker loyalty and engagement in the long term.
Additionally, policymakers in the UK could extend greater employment protections to gig workers. The 2017 Taylor Review of Modern Working Practices recommended reclassifying some gig workers as “dependent contractors,” granting them rights such as holiday pay and a minimum wage (Taylor, 2017). Implementing such reforms could alleviate some of the stress associated with job insecurity, allowing workers to focus on performance rather than survival. However, resistance from gig economy giants, who often argue that flexibility is central to their appeal, remains a significant barrier to such changes.
Lastly, platforms could foster engagement by improving transparency and communication. Providing clear criteria for deactivation and offering support mechanisms—such as appeals processes or financial assistance during low-demand periods—might help workers feel more valued, thereby enhancing their motivation. While these strategies require investment, they could yield benefits in terms of worker retention and productivity.
Conclusion
In conclusion, job security plays a pivotal role in shaping the motivation and engagement of gig workers. The inherent precariousness of gig employment, characterised by financial instability, lack of benefits, and algorithmic control, significantly undermines workers’ psychological well-being and commitment to their roles. Theoretical frameworks such as Maslow’s hierarchy of needs and Herzberg’s two-factor theory underscore the importance of security as a foundation for motivation, while empirical evidence highlights the real-world challenges gig workers face. Addressing these issues through platform initiatives, policy reforms, and improved communication could mitigate the negative impacts of job insecurity, fostering a more motivated and engaged workforce. As the gig economy continues to grow in the UK, finding a balance between flexibility and stability remains a critical challenge for stakeholders. Ultimately, ensuring that gig workers feel secure in their roles is not only an ethical imperative but also a strategic necessity for sustaining the productivity and success of this emerging labour market.
References
- Ashford, S. J., Lee, C., and Bobko, P. (2007) Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. Academy of Management Journal, 30(4), pp. 803-829.
- Greenhalgh, L. and Rosenblatt, Z. (1984) Job Insecurity: Toward Conceptual Clarity. Academy of Management Review, 9(3), pp. 438-448.
- Herzberg, F. (1966) Work and the Nature of Man. Cleveland: World Publishing Company.
- Lepanjuuri, K., Wishart, R., and Cornick, P. (2018) The Characteristics of Those in the Gig Economy. London: Department for Business, Energy & Industrial Strategy.
- Maslow, A. H. (1943) A Theory of Human Motivation. Psychological Review, 50(4), pp. 370-396.
- Taylor, M. (2017) Good Work: The Taylor Review of Modern Working Practices. London: Department for Business, Energy & Industrial Strategy.
- Trades Union Congress (TUC) (2017) The Gig is Up: Trade Unions Tackling Insecure Work. London: TUC.
- Woodcock, J. and Graham, M. (2019) The Gig Economy: A Critical Introduction. Cambridge: Polity Press.
