haring Economy term is widely used to describe all market transactions of under usage assets among people through online platform (Durden 2017). Various business models exist under it such as on-demand (Uber), gig (Task Rabbit), access (Spotify), collaboration (WeWork), platform (Amazon), rental (AirBnb) and peer-to-peer (Lufax). As a consequence of it, Sharing Economy is frequently referenced as Collaborative Economy, Gig Economy, Access Economy and On-Demand Economy. However, apart from its definition, Sharing Economy is real now and will keep growing significantly in future days.

Key concept behind Sharing Economy is to open value potency of unused or less used asset (idle capacity) and business model shifting from "heavy asset" to "light asset" ones (Durden 2017). Technology matches buyer/demand and seller/supply to lessen market inefficiency. For example, Uber with no cars, Airbnb with no hotels, Amazon with group of conventional stores and eBay that doesn't handle supply chain.

Charts released by Nielsen in 2013, shows that communities from various part of the world have been opened to Sharing Economy concept. The interesting part is, consumers in development countries seems more open for sharing comparing to them which reside in Europe or North America. The charts are based on Polling distributed over thirty-thousand Internet users over sixty countries. More than two third (68%) of the respondents state their interest in sharing financial profit. Same thing happened to 66% respondents related to their interest in using or renting goods or services in sharing community. First place comes to respondents in Asia Pacific, followed by South America and Middle East/Africa, and last is by half of Europe respondents and North America. If counting is done based on countries, the first three are China, Indonesia and Slovenia.

Willingness to participate in share communities by region (Nielsen N.V. 2014) More and more Indonesian millennials choose to work as Gig Workers. Bloomberg data show out that one third of 127 million workers in Indonesia, categorized as Gig Worker or work less than 35 hours per week in 2017. Aligned to it, service provider for job seeker and company that is looking for workers (ondemand worker) grows up to 26% in last year (Setyowati 2018).

Growth of Ride Hailing service in big cities also being part of global growth trend known as "gig", "sharing" and "on-demand" economy. By now, Ride Hailing is still the fastest growing segment on the Online Mobility Services market in Indonesia. In 2019, there are 21.7 million drivers (penetration rate at 8%) with total revenue at $3,630 million. Analysts predict the number of drivers will grow up to 13.5% becoming 34.6 million drivers and the total revenue is predicted to grow until 22.9% becoming $8,275 million (https://www.statis ta.com/outlook/368/120/ride-hailing/indonesia, 2019). develop more suitable strategies ahead. By having a better partnership level, they are expected to have a better competitive advantage among competitors.

Gig Worker is a term that is frequently used to define worker who is working under the Gig Economy industry. There are a lot of definitions for the Gig Economy, the one that is commonly used to described is a field of work in which customer is given a short-term task to an individual, through an online independent platform (Schafer & Schwarzkopf,2019).Hence, those who works under that situation isreferred as Gig Worker. Gig Worker definition itself is relatively variessince the terms is relatively new. There are several characteristicsthat definesGig Worker, a flexible working arrangement based on client request; worker provides their own working place; the job is given through platform that connects the worker, customer and platform intermediates (Steward & Standford, 2017). Furthermore, Gig Worker is bound by the location, in which in order to finished the task given both worker and customer have to be in the same geography location. Some of the known example of Gig Worker is those who works under the Ride Hailing apps. such as Uber, Grab or Go-jek. Furthermore, those who works in food delivery service such as Ubereats, Go-food, Grab Food and Food panda is also included as Gig Worker. Bothjobs have the same characteristics which describes gig worker in general.

Employee engagement is a concept that is used to define employee involvement and commitment to their job. Employee engagement is a form of employee retention (Schmidt era k., 1993). Employee who is disengagewill show relatively lower working performance in which they work is not satisfactory, effortless, automatic and robotic (Pandey and David, 2013).

Based on Khan (1990Khan ( , 1992) definition, there are three physiological conditions that increase employee engagement level: meaningfulness, safety and availability. Meaningfulness is described as intrinsic value that employee attached to his/her job (May et al., 2004). Safety is defined as situation in which employee can freely express themselves authentically in their job, mostly determined by their interpersonal interaction to other employees (Pandey and David 2013). Last, availability talks about employee feeling on how they can be fully supported in terms of physical, cognitive and emotional resource to finish their job (Pandey and David, 2013). Maslach et al (2001) furthermore stated thatworkload, control, rewards and recognition, community and social support, perceived fairness and values arefactors thatare in associated to employee engagement. Proper fulfillment related to those factors will increase employee engagement to his or her job.

In same way, freelancer engagement can be defined as freelancer involvement and commitment to profession. Contrast to what literatures above talk, Barlage et al (2019) argues that employee engagement concept can be applied to freelancer, especially for those who work in Gig Economy. This is due to the same logic applied between both employee and freelancer, in order to execute their job.

Social exchange theory tries to explain social interactions between human and it's society. In general, human is interacting with his or her society based on has-to-docost-benefit analysis, depends on their own preferences and perception. Human evaluates the cost and benefit either subconsciously or not. Human will prolong those relationship that perceived has maximum values (Edyardsson et al., 2011)

Freelancer value proposition is a term that is used to describe values that freelance received by working in the freelance platform as a return fromfulfilling certain task or service (Nawaz, Zhang, Mansoor, dan Ilmudeed, 2019). Freelancer Value Proposition (FVP) is a concept that is basedon the Employee Value Proposition Concept (EVP). EVP is traditionally used to describe tools that mostly used to improve interrelationship between company and its employee, in which company is able to figure out what kind of values is employee longed and searched for and employee can also understand whether the company is fitting for them. EVP is also tools that can be used tostrategically to improve business outcome, in which values that is offered or given are aligned with what employee islooking for. If the values aligned,then the relationship will be beneficial for both parties, in which the relationship will be strong, for the long term and beneficial (Marriot Jr,2001b).

In order to get attributes that construct the Employee Value Proposition need to be formed through continues improvement. Usually the attributes are identify through listening and observation employee at work (Nawaz et

Economic value in this context refer to the compensation received by the employee once they have finished a task. Wang (2004) stated that economic factors in form of reward hava a huge part in building and maintaining employee and company sustainability. Bratton and Gols (1994) stated that reward included all form financial benefit that is received by the employee as form of relationship between company and its employee. Mostazz (1988) stated that when an indivdu enter an organization they have skills, desires and goal, hence they also expect that the company is able to fully maximized their skills, fulfilled their desires and help them to achieve their goal. Employee feel sense of attachment to the company and better performance if they received reward and recognition. Reward is proven to increase level of efficiency and performance of employee in doing their work (Jehanzeb et al,. 2012).

In the gig worker context, most of the primary motivation to work in the platform is to fulfill their economy needs, either as primary or supplementary income (Schewellnuss et al., 2019). Nawaz (2019) also stated that economic value play a big part as the main motivation for worker to join the Gig Economy. Hence from the above mentioned fact we can hypothesized that H1: Economic Value as part of Freelancer Value Proposition contributes positively to Freelancer Enagagement.

In general, human is a social being. Hence, it's undeniable that social value plays a big part as a motivation for decision making in daily life. Social value is defined as set of beliefs and principles that accepted by majority, and being applied in order to ensure continuity of society (Soykan, 2007). Those values held are part of criteria and opinions of what society is expected (Turkkahramana, 2013).Having a job is one of method used to elevate one's societal status (Nawaz et al,.2019). Having a job will increase individual reputation in its peer group. Furthermore, research suggests an individual to utilizes online platform to gain recognition from its peer group (Carrillo & Gaimon, 2004).

Proposition contributes positively to Freelancer Engagement.

Nowadays autonomy is defined to explain someones ability to self-govern and decide their own conduction. Autonomy value in job is defined as condition in which an individual has the ability to selfgovern and being free from external excessive control (van Hoorn, 2018). Autonomy value itself is one of the most important intrinsic factor that increase knowledge sharing in organization (Foss et al,.2009). On top of that, at traditional organization, autonomy is scored as one factor that increase employee commitment to organization (Aube et al., 2007). The project based works and temporary organizationshave a very high level of autonomy, hence itis becoming one motivation for the workers (Hanis et al., 2016).

Proposition contributes positively to Freelancer Engagement.

Developmental value is defined as value that attracts employee because company gives recognition, self-worthiness and confidence to its employees. Furthermore, the attraction can be resulted from company supports for employee career enhancing experience that may lead to development of employee capability and competitiveness in market (Biswa and Suar, 2013). Developmental value is scored as one of the most important dimension which employees are looking for in a company.Employee values company that give chances for employee development (Jian and Iles, 2011). Lack of chance of personal development at company will lead to high turn over rate at company (Hausknecht et al,. 2009). Freelancer in general has the flexibility to pick variety of projects, exposures and challengesthat will supportemployee development (Nawaz et al,. 2019).

Engagement.

Hedonic values merupakan kombinasi dari enjoyment, fun, pleasure, Excitement dan precieved benefit yang dirasakan seseorang ketika menggunakan produk, serviceat atupun aktivitas. Enjoyment merupakan salah satu faktor kuat yang mengkontribusi user dalamsharing economy, dimana platfrom economy ada di dalamnya (Nawaz et al,. 2019).

Hedonic values are combination of enjoyment, fun, pleasure, excitement and perceived benefit that is felt by user of the service, product or activity. Enjoyment is known to be one of the strongest factor that motivate user in sharing economy, where economical platform resides (Nawaz et

The research was initiated by interviewing some Gig Workers in order to gain insights about values which influence their level of engagement for a Gig Working

The research was continued by distributing online questionnaire via google form to the Gig Workers in greater Jakarta. The number of Ride Hailing drivers (4 wheel) are approximately one thousand drivers in Jabodetabek area for Grab and GoJek platform. There are 238 surveys returned from the drivers and 220 of them are used for data analysis. Each item used fivepoint Likert scale in which 1 representing "Strongly disagree" to 5 representing "Strongly agree".

IV.

Demographic information was examined, such as age, gender, duration of work in organization, marital status, and educational level. With a total of 238 samples, TABLE: IV-Ishows sample's demographic details of responses. Majority respondents were around 35 until 44 years old those are 103 respondents (43.28%) followed by 77 respondents were around 25-34 years old (32.35%) and 51 respondents were around 45-54 years old (21.43%). Based on gender variable, it can be concluded that Ride Hailing industry were dominated by men with 235 respondents (98.74%). For other variables: duration of work in organization were 2-3 years with 114 respondents (47.9%), marital status was married with 219 respondents (92.02%), and educational level were high school degree with 133 respondents (55.88%). The result shows that all the data set had KMO above 50%, factor loading above 30% and Cronbach's Alpha above 70%, this indicates all data set were valid and reliable.

The descriptive analysis methods such as mean and standard deviation were conducted using SPSS software. Mean level of 3.00 was used as an average scale for the five-point Likert scale used in this research questionnaire. The mean obtained for Freelancer Engagement was 4. 5, this indicates that the respondents had an engagement to the company and high probability to stay within the company. The demographic information also states that majority of respondents already worked around 2-3 years in the company.