MCDM Approach for Assigning Task to the Workers by Selected Features Based on Multiple Criteria in Crowdsourcing

Crowdsourcing in simple words is the outsourcing of a task to an online market to be performed by a diverse group of crowds in order to utilize human intelligence. Due to online labor markets and performing parallel tasks, the crowdsourcing activity is time- and cost-efficient. During crowdsourcing activity, selecting the proper labeled tasks and assigning them to an appropriate worker are a challenge for everyone. A mechanism has been proposed in the current study for assigning the task to the workers. The proposed mechanism is a multicriteria-based task assignment (MBTA) mechanism for assigning the task to the most suitable worker. This mechanism uses approaches for weighting the criteria and ranking the workers. These MCDM methods are Criteria Importance Through Intercriteria Correlation (CRITIC) and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS). Criteria have been made for the workers based on the identified features in the literature. Weight has been assigned to these selected features/criteria with the help of the CRITIC method. The TOPSIS method has been used for the evaluation of workers, with the help of which the ranking of workers is performed in order to get the most suitable worker for the selected tasks to be performed. The proposed work is novel in several ways; for example, the existing methods are mostly based on single criterion or some specific criteria, while this work is based on multiple criteria including all the important features. Furthermore, it is also identified from the literature that none of the authors used MCDM methods for task assignment in crowdsourcing before this research.

Just DM Me (Politely): Direct Messaging, Politeness, and Hiring Outcomes in Online Labor Markets

This study examines the role of text-based direct messaging systems in online labor markets, which provide a communication channel between workers and employers, adding a personal touch to the exchange of online labor. We propose the effect of workers’ use of the direct messaging system on employers’ hiring decisions and conceptualize the information role of direct messaging. To empirically evaluate the information role of the direct messaging system, we leverage data on the direct messaging activities between workers and employers across more than 470,000 job applications on a leading online labor market. We report evidence that direct messaging with a prospective employer increases a worker’s probability of being hired by 8.9%. However, the degree to which workers benefit from direct messaging is heterogeneous, and the effect amplifies for workers approaching employers from a position of disadvantage (lacking tenure or fit with the job) and attenuates as more workers attempt to message the same prospective employer. The effects also depend on message content. In particular, we find that the benefits of direct messaging for workers depend a great deal on the politeness of the workers, and this “politeness effect” depends on several contextual factors. The beneficial effects are amplified for lower-status workers (i.e., workers lacking tenure and job fit) and workers who share a common language with the employer. At the same time, the beneficial effects weaken in the presence of typographical errors. These findings provide important insights into when and what to message to achieve favorable hiring outcomes in online employment settings.