The tech industry's shifting landscape and the growing precarity of its labor force have spurred unionization efforts among tech workers. These workers turn to collective action to improve their working conditions and to protest unethical practices within their workplaces. To better understand this movement, we interviewed 44 U.S.-based tech worker-organizers to examine their motivations, strategies, challenges, and future visions for labor organizing. These workers included engineers, product managers, customer support specialists, QA analysts, logistics workers, gig workers, and union staff organizers. Our findings reveal that, contrary to popular narratives of prestige and privilege within the tech industry, tech workers face fragmented and unstable work environments which contribute to their disempowerment and hinder their organizing efforts. Despite these difficulties, organizers are laying the groundwork for a more resilient tech worker movement through community building and expanding political consciousness. By situating these dynamics within broader structural and ideological forces, we identify ways for the CSCW community to build solidarity with tech workers who are mate
We consider a recently proposed \emph{supervised distributed computing} paradigm \cite{augustine2025supervised} that extends and refines the standard master-worker paradigm for parallel computations. In this paradigm, there is a supervisor, a source, a target, and a collection of workers. The distributed computation is given as an acyclic task graph that is known to the supervisor. The source initially stores the input and the target is supposed to store the output of the computation. The individual tasks of the computation are supposed to be executed by the workers under the guidance of the supervisor. The source, target and supervisor are assumed to be reliable, while a $β$-fraction of the workers might be adversarial, for some $β\in [0,1)$. This covers, for example, the case where a supervisor has to work with untrusted volunteers. In the standard master-worker approach, the master checks whether the workers correctly execute the assigned tasks, creating a severe bottleneck, whereas in the supervised approach, the supervisor outsources this checking to the workers. Prior to this work, only supervised solutions were known for the case that $β$ is a sufficiently small constant. We
We consider the problem of assigning tasks efficiently to a set of workers that can exhaust themselves as a result of processing tasks. If a worker is exhausted, it will take a longer time to recover. To model efficiency of workers with exhaustion, we use a continuous-time Markov chain (CTMC). By taking samples from the internal states of the workers, the source assigns tasks to the workers when they are found to be in their efficient states. We consider two different settings where (i) the source can assign tasks to the workers only when they are in their most efficient state, and (ii) it can assign tasks to workers when they are also moderately efficient in spite of a potentially reduced success probability. In the former case, we find the optimal policy to be a threshold-based sampling policy where the thresholds depend on the workers' recovery and exhaustion rates. In the latter case, we solve a non-convex sum-of-ratios problem using a branch-and-bound approach which performs well compared with the globally optimal solution.
When a firm hires a worker, adding the new hire to payroll is costly. These costs reduce the amount of resources that can go to recruiting workers and amplify how unemployment responds to changes in productivity. Workers also incur up-front costs upon accepting jobs. Examples include moving expenses and regulatory fees. I establish that workers' costs lessen the response of unemployment to productivity changes and do not subtract from resources available for recruitment. The influence of workers' costs is bounded by properties of a matching function, which describes how job openings and unemployment produce hires. Using data on job finding that are adjusted for workers' transitions between employment and unemployment and for how the Job Openings and Labor Turnover Survey records hires, I estimate a bound that ascribes limited influence to workers' costs. The results demonstrate that costs paid by workers upon accepting jobs affect outcomes in the labor market (firms threaten workers with paying the up-front costs again if wage negotiations fail), but their influence on volatility is less important than firms' costs.
AI expansion has accelerated workplace adoption of new technologies. Yet, it is unclear whether and how knowledge workers are supported and trained to safely use AI. Inadequate training may lead to unrealized benefits if workers abandon tools, or perpetuate biases if workers misinterpret AI-based outcomes. In a workshop with 39 workers from 26 countries specializing in human resources, labor law, standards creation, and worker training, we explored questions and ideas they had about safely adopting AI. We held 17 follow-up interviews to further investigate what skills and training knowledge workers need to achieve safe and effective AI in practice. We synthesize nine training topics participants surfaced for knowledge workers related to challenges around understanding what AI is, misinterpreting outcomes, exacerbating biases, and worker rights. We reflect how these training topics might be addressed under different contexts, imagine HCI research prototypes as potential training tools, and consider ways to ensure training does not perpetuate harmful values.
With the rise of remote work, a range of surveillance technologies are increasingly being used by business owners to track and monitor employees, raising concerns about worker rights and privacy. Through analysis of Reddit posts and in-depth semi-structured interviews, this paper seeks to understand how workers across a range of sectors make sense of and respond to layered forms of surveillance. While workers express concern about risks to their health, safety, and privacy, they also face a lack of transparency and autonomy around the use of these systems. In response, workers take up tactics of everyday resistance, such as commiserating with other workers or employing technological hacks. Although these tactics demonstrate workers' ingenuity, they also show the limitations of existing approaches to protect workers against intrusive workplace monitoring. We argue that there is an opportunity for CSCW researchers to support these countermeasures through worker-led design and policy.
The standard wage Phillips curve aggregates away from which workers reset wages when. I show this aggregation omits a first-order term: the covariance between workers' cost-push exposure and their reset frequency. I introduce two sufficient statistics and embed them in a multi-country HANK model calibrated to six euro-area economies. The omitted term generates 7 percent more cumulative core inflation in the baseline and 10--26 percent more when monetary policy is delayed. Two economies with identical openness can differ by 6.6 percentage-point-quarters solely from within-country composition. Targeted essentials subsidies reduce welfare loss by 32 percent relative to aggressive tightening. Out of sample, the model correctly predicts the persistence ranking across the UK, the US, and Japan.
As independently-contracted employees, gig workers disproportionately suffer the consequences of workplace surveillance, which include increased pressures to work, breaches of privacy, and decreased digital autonomy. Despite the negative impacts of workplace surveillance, gig workers lack the tools, strategies, and workplace social support to protect themselves against these harms. Meanwhile, some critical theorists have proposed sousveillance as a potential means of countering such abuses of power, whereby those under surveillance monitor those in positions of authority (e.g., gig workers collect data about requesters/platforms). To understand the benefits of sousveillance systems in the gig economy, we conducted semi-structured interviews and led co-design activities with gig workers. We use "care ethics" as a guiding concept to understand our interview and co-design data, while also focusing on empathic sousveillance technology design recommendations. Through our study, we identify gig workers' attitudes towards and past experiences with sousveillance. We also uncover the type of sousveillance technologies imagined by workers, provide design recommendations, and finish by discus
Collective intelligence among gig workers yields considerable advantages, including improved information exchange, deeper social bonds, and stronger advocacy for better labor conditions. Especially as it enables workers to collaboratively pinpoint shared challenges and devise optimal strategies for addressing these issues. However, enabling collective intelligence remains challenging, as existing tools often overestimate gig workers' available time and uniformity in analytical reasoning. To overcome this, we introduce GigSense, a tool that leverages large language models alongside theories of collective intelligence and sensemaking. GigSense enables gig workers to rapidly understand and address shared challenges effectively, irrespective of their diverse backgrounds. Our user study showed that GigSense users outperformed those using a control interface in problem identification and generated solutions more quickly and of higher quality, with better usability experiences reported. GigSense not only empowers gig workers but also opens up new possibilities for supporting workers more broadly, demonstrating the potential of large language model interfaces to enhance collective intellig
The success of software crowdsourcing depends on active and trustworthy pool of worker supply. The uncertainty of crowd workers' behaviors makes it challenging to predict workers' success and plan accordingly. In a competitive crowdsourcing marketplace, competition for success over shared tasks adds another layer of uncertainty in crowd workers' decision-making process. Preliminary analysis on software worker behaviors reveals an alarming task dropping rate of 82.9%. These factors lead to the need for an automated recommendation system for CSD workers to improve the visibility and predictability of their success in the competition. To that end, this paper proposes a collaborative recommendation system for crowd workers. The proposed recommendation system method uses five input metrics based on workers' collaboration history in the pool, workers' preferences in taking tasks in terms of monetary prize and duration, workers' specialty, and workers' proficiency. The proposed method then recommends the most suitable tasks for a worker to compete on based on workers' probability of success in the task. Experimental results on 260 active crowd workers demonstrate that just following the t
Crowdsourcing is an online outsourcing mode which can solve the current machine learning algorithm's urge need for massive labeled data. Requester posts tasks on crowdsourcing platforms, which employ online workers over the Internet to complete tasks, then aggregate and return results to requester. How to model the interaction between different types of workers and tasks is a hot spot. In this paper, we try to model workers as four types based on their ability: expert, normal worker, sloppy worker and spammer, and divide tasks into hard, medium and easy task according to their difficulty. We believe that even experts struggle with difficult tasks while sloppy workers can get easy tasks right, and spammers always give out wrong answers deliberately. So, good examination tasks should have moderate degree of difficulty and discriminability to score workers more objectively. Thus, we first score workers' ability mainly on the medium difficult tasks, then reducing the weight of answers from sloppy workers and modifying the answers from spammers when inferring the tasks' ground truth. A probability graph model is adopted to simulate the task execution process, and an iterative method is
The well-being and productivity of IT workers are crucial for both individual success and the overall prosperity of the organisations they serve. This study proposes mindfulness to alleviate stress and improve mental well-being for IT workers. During an 8-week program, IT workers learn about mindfulness, coupled with breathing practices. This study investigates the potential effects of these practices by analysing participants' reflections through thematic analysis and daily well-being ratings. The analysis showcased an increase in mental well-being and perceived productivity. It also indicated a change in the participants' perception, which showed increased self-awareness. The study recommends continuing the program in the industry to see its impact on work outputs.
This paper studies a mathematical model of city formation by migration of firms and workers. The Core-Periphery model in the new economic geography, which considers the single migration of workers driven by real wage inequality among regions, is extended to incorporate the migration of firms driven by real profit inequality among regions. In this dual migration model, it is found that the behavior of the solutions is qualitatively similar to that of solutions of the single migration model, which is frequently used in the new economic geography (NEG). That is, 1) spatially homogeneous distributions of firms and workers become destabilized and eventually form several cities where both firms and workers agglomerate; 2) The number of cities decreases as transport costs decrease. The results have provided a more general theoretical justification for the use of the single migration models in NEG.
The problem of distributed matrix-vector product is considered, where the server distributes the task of the computation among $n$ worker nodes, out of which $L$ are compromised (but non-colluding) and may return incorrect results. Specifically, it is assumed that the compromised workers are unreliable, that is, at any given time, each compromised worker may return an incorrect and correct result with probabilities $α$ and $1-α$, respectively. Thus, the tests are noisy. This work proposes a new probabilistic group testing approach to identify the unreliable/compromised workers with $O\left(\frac{L\log(n)}α\right)$ tests. Moreover, using the proposed group testing method, sparse parity-check codes are constructed and used in the considered distributed computing framework for encoding, decoding and identifying the unreliable workers. This methodology has two distinct features: (i) the cost of identifying the set of $L$ unreliable workers at the server can be shown to be considerably lower than existing distributed computing methods, and (ii) the encoding and decoding functions are easily implementable and computationally efficient.
Due to the unreliability of Internet workers, it's difficult to complete a crowdsourcing project satisfactorily, especially when the tasks are multiple and the budget is limited. Recently, meta learning has brought new vitality to few-shot learning, making it possible to obtain a classifier with a fair performance using only a few training samples. Here we introduce the concept of \emph{meta-worker}, a machine annotator trained by meta learning for types of tasks (i.e., image classification) that are well-fit for AI. Unlike regular crowd workers, meta-workers can be reliable, stable, and more importantly, tireless and free. We first cluster unlabeled data and ask crowd workers to repeatedly annotate the instances nearby the cluster centers; we then leverage the annotated data and meta-training datasets to build a cluster of meta-workers using different meta learning algorithms. Subsequently, meta-workers are asked to annotate the remaining crowdsourced tasks. The Jensen-Shannon divergence is used to measure the disagreement among the annotations provided by the meta-workers, which determines whether or not crowd workers should be invited for further annotation of the same task. Fin
This study investigates the reaction of workers to employer-sponsored general training that provides skills useful not only in the incumbent employer but also in other firms in the industry. While previous research has focused primarily on workers' responses to wage renegotiation, our work extends this understanding by exploring an additional dimension -- workers' discretionary effort beyond their job duties, which is not verifiable. We conduct a laboratory experiment to observe workers' responses in such an effort to different training intensities. We find that workers generally increase their discretionary effort in response to general training, regardless of whether it is employer-sponsored or mandated. Moreover, the employer's intention behind offering training influences both effort and workers' renegotiation responses. Additionally, when workers can penalize employers, they do so, although higher employer-determined training intensities mitigate this behavior.
Across service domains, platform-based gig workers often face a wide range of severe yet hidden vulnerabilities, including opaque pay practices, illusions of flexibility, health and safety risks, and privacy violations. To the general public and inexperienced workers such latent vulnerabilities remain largely unknown and concealed by intentional platform design that gives illusions of adequate labor protections, or $\textit{myths}$. This study examines how workers perceive (and shift their beliefs away from) five commonly held misconceptions regarding gig worker vulnerabilities. In $Phase~I$, crowdworkers ($N~=~236$) rated their agreement with five common myths surrounding vulnerabilities in gig work:$~227$ of them believed one or more myth(s). In $Phase~II$, we challenged these workers to defend their views by presenting an expert- or LLM-generated counterargument. Our findings show workers' underexposure to personal and shared vulnerabilities of gig work, revealing a knowledge gap where persuasive interventions can scalably raise awareness around such hidden labor conditions. We reflect on the effectiveness of different persuasion strategies and discuss implications for promoting
Common narratives about automation often pit new technologies against workers. The introduction of advanced machine tools, industrial robots, and AI have all been met with concern that technological progress will mean fewer jobs. However, workers themselves offer a more optimistic, nuanced perspective. Drawing on a far-reaching 2024 survey of more than 9,000 workers across nine countries, this paper finds that more workers report potential benefits from new technologies like robots and AI for their safety and comfort at work, their pay, and their autonomy on the job than report potential costs. Workers with jobs that ask them to solve complex problems, workers who feel valued by their employers, and workers who are motivated to move up in their careers are all more likely to see new technologies as beneficial. In contrast to assumptions in previous research, more formal education is in some cases associated with more negative attitudes toward automation and its impact on work. In an experimental setting, the prospect of financial incentives for workers improve their perceptions of automation technologies, whereas the prospect of increased input about how new technologies are used d
A standard organization of production lines exhibiting self-balancing behavior is given by bucket brigades. Their study in operations research was initiated by the foundational work of Bartholdi and Eisenstein ({\em Operations Research}, 1996), where a simplified version of the model is considered. Their main result shows that when workers are ordered from the slowest to the fastest, the system is stable and converges to a ``fixed point,'' where each worker oscillates between two limiting positions. They also observe that the dynamics can become highly complex when this ordering condition is not satisfied. The {\em no-station} setting, in which work is distributed continuously and uniformly along the production line, is given special attention in their work. In a subsequent paper with Bunimovich ({\em Operations Research}, 1999), they characterize all stable behaviors of this setting for up to three workers. In this work, we extend their analysis for three workers beyond the stable regime, providing a complete description when workers are ordered from the fastest to the slowest. We also show that, due to their restrictive notion of stability, some of their conclusions must be revis
Measured aggregate productivity and the income share of top earners are strongly and positively correlated in the Canadian data. Productivity slowdown since the early 2000s was accompanied with a flattening income share of top earners. Motivated by these facts, we study the role of firms' top-paid workers and worker matching in accounting for the slowdown of measured total factor productivity. We first estimate total factor productivity for Canadian firms in the period of 2003-2015, taking into account the assortative matching between top workers and non-top workers. Measured total factor productivity consists of the Hicks-neutral technology and the quality of top workers. Our estimation suggests that measured aggregate total factor productivity declined from 2003 to 2015, in line with that estimated by the statistical agency. The decline of measured productivity is entirely accounted for by the declining quality of top workers, while the Hicks-neutral technology improved. Both the within-firm changes and the cross-firm reallocation of top-worker quality are important in contributing to the decline of overall top-worker quality. We also discuss possible causes of declines in the qu