Exploring HR Strategies for Effectively Engaging Gig Workers in the Indian Workforce

Abstract

The paper investigates the relationship between Flexible HR Strategy Adaptation and Organizational Engagement and Inclusion among gig workers in India, based on the Social Exchange Theory. It examines the question of whether adaptive HR practices, such as clear onboarding, effective communication, and timely feedback, as well as supportive interactions, strengthen the feeling of belongingness among gig workers. A cross-sectional survey among 55 gig workers in manufacturing, IT, and creative services using quantitative methods was conducted. The findings indicate a moderate positive relationship between HR flexibility and engagement/inclusion (r = 0.485, p < .001). According to the regression analysis, the HR flexibility predicts 23.6 percent of the engagement (R2 = 0.236), and the ANOVA shows that the model is significant (F = 16.327, p < .001). In independent samples t-tests, there are no differences based on demographics or sector, which indicates that the benefits in the field of HR flexibility are similar among the gig workers. In general, the collected findings indicate that adaptive and inclusive HR systems contribute to motivation, support, and organizational connection among gig workers. The paper also contributes to the small body of Indian literature and highlights why organizations need to redesign the old HR models to accommodate new non-standard work forms.