Organizational perspectives on digital labor market intermediaries
Bibliographic Data
| ID | 12912919 |
|---|---|
| Authors | Mcdonald (0000-0001-6463-0958, North Carolina State University, corresponding author), Amanda K Damarin (0000-0002-1589-4559, Georgia State University), Nicholas J Membrez‐Weiler (University of Oklahoma) |
| Year | 2022 |
| Volume | 17 |
| Issue | 4 |
| Publication date | 2022-12-19 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Sociology Compass (JOURNAL) |
| Journal identifiers | ISSN: 1751-9020 • E-ISSN: 1751-9020 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/soc4.13061 |
| OpenAlex | W4313402752 |
| Language | EN |
| References cited | 82 |
Dramatic changes in organizational forms and employee‐employer relationships have coincided with a proliferation of labor market intermediaries. Often digital and internet‐based, these new hiring technologies assist organizations in recruiting and screening potential job candidates. We identify three types of digital labor market intermediaries (dLMIs): connectors, curators, and comminglers. We examine the use of dLMIs through the lens of organizational theory, focusing on implications for organizational efficiency, power, and equity. dLMI use is patterned but variable across different organizations and has unintended outcomes that defy efficiency expectations. It poses new constraints for job seekers while allowing organizations and intra‐organizational groups to negotiate institutional pressures and power imbalances. Finally, dLMI use appears to reproduce pre‐existing inequalities among different types of employees
Business · Economics · Equity (law · Inequality · Intermediary · Labour economics · Negotiation · Political science · Power (physics · Public relations · Seekers · Social science · Sociology · Digital Economy and Work Transformation · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Law · Marketing
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| Citation velocity | historical |
|---|---|
| Highly cited | No |