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\definecolor{GJBlue}{HTML}{273B81} \definecolor{GJLightBlue}{HTML}{0A9DD9} \definecolor{GJMediumGrey}{HTML}{6D6E70} \definecolor{GJLightGrey}{HTML}{929497} \renewenvironment{abstract}{% \setlength{\parindent}{0pt}\raggedright \textcolor{GJMediumGrey}{\rule{\textwidth}{2pt}} \vskip16pt \textcolor{GJBlue}{\large\bfseries\abstractname\space} }{% \vskip8pt \textcolor{GJMediumGrey}{\rule{\textwidth}{2pt}} \vskip16pt } \usepackage[absolute,overlay]{textpos} \makeatother \usepackage{lineno} \linenumbers \begin{document} \author[1]{Nadhila Isnan} \author[2]{Saesarian Izwardy} \author[3]{Lucky Alvindra} \author[4]{Adrian Pradipta} \author[5]{Happy Santosa} \affil[1]{ Universitas Prasetiya Mulya} \renewcommand\Authands{ and } \date{\small \em Received: 6 December 2019 Accepted: 3 January 2020 Published: 15 January 2020} \maketitle \begin{abstract} Gig Economy phenomenon has become disruptor for business industry globally for the last couple of years. It is indicated by significant growth of Gig Workers population,in Indonesiaper 2017, 127 millions workers are categorized as gig worker, the numbers is continously growing. This research is aimed to understand every factor that constructs Freelancer Value Proposition (FVP) and the ones that affect in forming positive engagement between Ride Hailing platform and its drivers which categorizes as Gig Workers. \end{abstract} \keywords{gig worker, gig economy, freelancer value proposition, freelancer engagement, } \begin{textblock*}{18cm}(1cm,1cm) % {block width} (coords) \textcolor{GJBlue}{\LARGE Global Journals \LaTeX\ JournalKaleidoscope\texttrademark} \end{textblock*} \begin{textblock*}{18cm}(1.4cm,1.5cm) % {block width} (coords) \textcolor{GJBlue}{\footnotesize \\ Artificial Intelligence formulated this projection for compatibility purposes from the original article published at Global Journals. However, this technology is currently in beta. \emph{Therefore, kindly ignore odd layouts, missed formulae, text, tables, or figures.}} \end{textblock*} \let\tabcellsep& \section[{Introduction}]{Introduction}\par haring Economy term is widely used to describe all market transactions of under usage assets among people through online platform \hyperref[b4]{(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.\par 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 \hyperref[b4]{(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.\par 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.\par 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 {\ref (Setyowati 2018)}.\par 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. \section[{II. Literature Review a) Worker}]{II. Literature Review a) Worker}\par 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. \section[{b) Freelancer Engagement}]{b) Freelancer Engagement}\par 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 \hyperref[b10]{(Pandey and David, 2013)}.\par Based on {\ref Khan (1990} {\ref Khan ( , 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 {\ref (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 \hyperref[b10]{(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.\par In same way, freelancer engagement can be defined as freelancer involvement and commitment to profession. Contrast to what literatures above talk, \hyperref[b2]{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. \section[{c) Social Exchange Theory}]{c) Social Exchange Theory}\par 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) \section[{d) Freelancer Value Proposition}]{d) Freelancer Value Proposition}\par 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 {\ref (Marriot Jr,2001b)}.\par 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 {\ref (Nawaz et} \section[{e) Economic Value}]{e) Economic Value}\par 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 \hyperref[b7]{(Jehanzeb et al,. 2012}).\par 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. \section[{f) Social Value}]{f) Social Value}\par 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 {\ref (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 \hyperref[b9]{(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). \section[{H2: Social Value as part of Freelancer Values}]{H2: Social Value as part of Freelancer Values}\par Proposition contributes positively to Freelancer Engagement. \section[{g) Autonomy Value}]{g) Autonomy Value}\par 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 {\ref (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). \section[{H3: Autonomy Value as part of the Freelancer Value}]{H3: Autonomy Value as part of the Freelancer Value}\par Proposition contributes positively to Freelancer Engagement. \section[{h) Development Value}]{h) Development Value}\par 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 \hyperref[b9]{(Nawaz et al,. 2019}). \section[{H4: Developmental Value as part of the Freelancer Value proposition contributes positively to Freelancer}]{H4: Developmental Value as part of the Freelancer Value proposition contributes positively to Freelancer}\par Engagement. \section[{i) Hedonic Value}]{i) Hedonic Value}\par 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 \hyperref[b9]{(Nawaz et al,. 2019}).\par 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 {\ref (Nawaz et} \section[{b) Instrument Design and Measurement of Construct}]{b) Instrument Design and Measurement of Construct}\par 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 \section[{c) Sample and Data Collection Procedures}]{c) Sample and Data Collection Procedures}\par 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".\par IV. \section[{Analysis a) Demography Information}]{Analysis a) Demography Information}\par 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. \section[{c) Descriptive Analysis}]{c) Descriptive Analysis}\par 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. \begin{figure}[htbp] \noindent\textbf{2}\includegraphics[]{image-2.png} \caption{\label{fig_0}Figure 2 :}\end{figure} \begin{figure}[htbp] \noindent\textbf{12} \par \begin{longtable}{P{0.3767567567567568\textwidth}P{0.23432432432432432\textwidth}P{0.23891891891891892\textwidth}} Region\tabcellsep Willing to Share Own Assets\tabcellsep Willing to Share from Others\\ Global Average\tabcellsep 68\%\tabcellsep 66\%\\ Asia Pacific\tabcellsep 78\%\tabcellsep 81\%\\ Latin America\tabcellsep 70\%\tabcellsep 73\%\\ Middle East/Africa\tabcellsep 68\%\tabcellsep 71\%\\ Europe\tabcellsep 54\%\tabcellsep 44\%\\ North America\tabcellsep 52\%\tabcellsep 43\%\end{longtable} \par \caption{\label{tab_0}Table 1 :Table 2 :}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{P{0.03803786574870912\textwidth}P{0.24285714285714283\textwidth}P{0.04096385542168675\textwidth}P{0.04096385542168675\textwidth}P{0.33356282271944926\textwidth}P{0.02633390705679862\textwidth}P{0.04242685025817555\textwidth}P{0.05851979345955249\textwidth}P{0.02633390705679862\textwidth}} \tabcellsep 16.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 14.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 12.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 12.5\%\tabcellsep 13.5\%\\ in percent\tabcellsep 6.0\% 8.0\% 10.0\%\tabcellsep \tabcellsep \tabcellsep 8.0\%\tabcellsep 9.7\%\tabcellsep 11.2\%\\ \tabcellsep \tabcellsep \tabcellsep 6.4\%\tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 4.0\%\tabcellsep 4.8\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 2.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 0.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep \tabcellsep 2017\tabcellsep 2018\tabcellsep 2019\tabcellsep 2020\tabcellsep 2021\tabcellsep 2022\tabcellsep 2023\\ \tabcellsep 9,000\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 8,275\\ \tabcellsep 8,000\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 7,152\\ in millions US\$\tabcellsep 2,000 7,000 3,000 4,000 5,000 6,000\tabcellsep 1,825\tabcellsep 2,633\tabcellsep 3,630\tabcellsep 4,763\tabcellsep 5,961\\ \tabcellsep 1,000\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 0\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep \tabcellsep 2017\tabcellsep 2018\tabcellsep 2019\tabcellsep 2020\tabcellsep 2021\tabcellsep 2022\tabcellsep 2023\\ \tabcellsep 50.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 45.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 40.0\%\tabcellsep 44.3\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 35.0\%\tabcellsep \tabcellsep 37.9\%\tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 30.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 25.0\%\tabcellsep \tabcellsep \tabcellsep 31.2\%\tabcellsep \tabcellsep \\ \tabcellsep 20.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 25.2\%\\ \tabcellsep 15.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 20.0\%\\ \tabcellsep 10.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 15.7\%\\ \tabcellsep 5.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep 0.0\%\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep \tabcellsep 2018\tabcellsep 2019\tabcellsep 2020\tabcellsep \tabcellsep 2021\tabcellsep 2022\tabcellsep 2023\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \multicolumn{4}{l}{By knowing Employee Engagement of working partners}\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \multicolumn{4}{l}{in Ride Hailing industry, Ride Hailing platforms are}\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \multicolumn{4}{l}{expected to have a better understanding about their}\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \multicolumn{4}{l}{partners, so they can make better decisions and}\end{longtable} \par {\small\itshape [Note: (https://www.statista.com/outlook/368/120/ridehailing/indonesia, 2019) E a r l y V i e wFigure 3: Ride Hailing Driver Partners Penetration RateFigure 4: Ride Hailing Driver Partners Total RevenueFigure 5:]} \caption{\label{tab_2}}\end{figure} \begin{figure}[htbp] \noindent\textbf{} \par \begin{longtable}{} \end{longtable} \par \caption{\label{tab_3}}\end{figure} \begin{figure}[htbp] \noindent\textbf{IV} \par \begin{longtable}{P{0.2122722400857449\textwidth}P{0.2068060021436227\textwidth}P{0.14394426580921757\textwidth}P{0.06012861736334405\textwidth}P{0.1430332261521972\textwidth}P{0.08381564844587353\textwidth}} with Cronbach's\tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep Year 2020\\ Variable\tabcellsep \multicolumn{2}{l}{Description 18-24 Years 25-34 Years}\tabcellsep Frequency 4 77\tabcellsep Percentage 1.68\% 32.35\%\tabcellsep Volume XX Issue XIII Version I\\ Age\tabcellsep \multicolumn{2}{l}{35-44 Years}\tabcellsep 103\tabcellsep 43.28\%\tabcellsep )\\ Gender Duration of Work in Organization Marital Status Educational Level\tabcellsep \multicolumn{2}{l}{45-54 Years >54 Years Male Female 0-1 Years 2-3 Years 4-5 Years >5 Years Single Married Elementary School Middle School High School Associate's Degree Bachelor Graduate}\tabcellsep 51 3 235 3 104 114 18 2 19 219 17 41 133 26 20 1\tabcellsep 1.26\% 98.74\% 1.26\% 43.70\% 47.90\% 7.56\% 0.84\% 7.98\% 92.02\% 7.14\% 17.23\% 55.88\% 10.92\% 8.40\% 0.42\% 21.43\%\tabcellsep Global Journal of Management and Business Research (\\ \tabcellsep \multicolumn{2}{l}{Post Graduate}\tabcellsep 0\tabcellsep 0.00\%\\ b) Validity and Reliability Analysis\tabcellsep \tabcellsep \multicolumn{3}{l}{was done with Kaiser-Meyer-Olkin Measure of Sampling}\\ \multicolumn{2}{l}{This study uses six constructs that were}\tabcellsep \multicolumn{3}{l}{Adequacy (KMO) with expected value above 50\%, and}\\ \multicolumn{2}{l}{analyzed using validity and reliability test. Validity test}\tabcellsep \multicolumn{3}{l}{the factor loading above 30\%. Reliability test was done}\end{longtable} \par \caption{\label{tab_5}Table IV :}\end{figure} \begin{figure}[htbp] \noindent\textbf{:} \par \begin{longtable}{P{0.09204934886908842\textwidth}P{0.6379369431117203\textwidth}P{0.07049348869088416\textwidth}P{0.019808087731322824\textwidth}P{0.029712131596984232\textwidth}} Construct\tabcellsep Construct Value Statement\tabcellsep Loading Factor\tabcellsep KMO\tabcellsep Cronbach's Alpha\\ \tabcellsep I am getting an above average basic salary\tabcellsep 0.768\tabcellsep \tabcellsep \\ Economic Value (EV)\tabcellsep I save more money because of participating in this freelancing platform\tabcellsep 0.81\tabcellsep 0.699\tabcellsep 0.832\\ \tabcellsep I can find good deals in freelancing platform\tabcellsep 0.674\tabcellsep \tabcellsep \\ Social Value (SV)\tabcellsep This freelancing platform would make a good impression on other people Freelancing platform help me make new friends This freelancing platform is recommended by my friends\tabcellsep 0.751 0.655 0.686\tabcellsep 0.691\tabcellsep 0.772\\ Work Balance Value Life (WV)\tabcellsep There is a good fit between my job and my personal gain freelancing I have enough time for my family or other important people in my life because of\tabcellsep 0.768 0.829\tabcellsep 0.717\tabcellsep 0.854\\ \tabcellsep My work offers schedule flexibility\tabcellsep 0.738\tabcellsep \tabcellsep \\ Autonomy Value (AV)\tabcellsep I had the opportunity to set my own priorities at work I have autonomy in setting my income per hour rate\tabcellsep 0.825 0.825\tabcellsep 0.5\tabcellsep 0.786\\ \tabcellsep Feeling more self-confident as a result of working for a particular freelancing platform\tabcellsep 0.739\tabcellsep \tabcellsep \\ Developmental Value (DV)\tabcellsep I am gaining career-enhancing experience in my freelancing platform\tabcellsep 0.749\tabcellsep 0.618\tabcellsep 0.687\\ \tabcellsep Freelancing platform is springboard for future employment\tabcellsep 0.445\tabcellsep \tabcellsep \\ Hedonic Value (HV)\tabcellsep I think freelancing is fun I think freelancing is interesting\tabcellsep 0.951 0.951\tabcellsep 0.5\tabcellsep 0.947\\ Employee Engagement (EE)\tabcellsep I find the work that I do full of meaning and purpose I am enthusiastic about my job I am proud on the work that I do At my work I always persevere, even when things do not go well\tabcellsep 0.703 0.833 0.842 0.702\tabcellsep 0.799\tabcellsep 0.896\end{longtable} \par \caption{\label{tab_6}Table :}\end{figure} \begin{figure}[htbp] \noindent\textbf{:} \par \begin{longtable}{P{0.85\textwidth}} Year 2020\\ 28\\ Volume XX Issue XIII Version I\\ )\\ (\\ Global Journal of Management and Business Research\end{longtable} \par \caption{\label{tab_7}Table :}\end{figure} \begin{figure}[htbp] \noindent\textbf{:} \par \begin{longtable}{P{0.3189147286821706\textwidth}P{0.1765891472868217\textwidth}P{0.1765891472868217\textwidth}P{0.0513953488372093\textwidth}P{0.03294573643410852\textwidth}P{0.07511627906976744\textwidth}P{0.018449612403100776\textwidth}} \tabcellsep \tabcellsep \multicolumn{2}{l}{Construct}\tabcellsep \tabcellsep Mean\tabcellsep \\ \tabcellsep \tabcellsep \multicolumn{2}{l}{Economic Value (EV)}\tabcellsep \tabcellsep 3.96\tabcellsep \\ \tabcellsep \tabcellsep \multicolumn{2}{l}{Social Value (SV)}\tabcellsep \tabcellsep 4.48\tabcellsep \\ \tabcellsep \multicolumn{3}{l}{Work Life Balance Value (WV)}\tabcellsep \tabcellsep 4.08\tabcellsep \\ \tabcellsep \tabcellsep \multicolumn{2}{l}{Autonomy Value (AV)}\tabcellsep \tabcellsep 4.49\tabcellsep \\ \tabcellsep \tabcellsep \multicolumn{2}{l}{Developmental Value}\tabcellsep \tabcellsep 4.04\tabcellsep \\ \tabcellsep \tabcellsep \multicolumn{2}{l}{Hedonic Value (HV)}\tabcellsep \tabcellsep 4.35\tabcellsep \\ \tabcellsep \multicolumn{3}{l}{Employee Engagement (EE)}\tabcellsep \tabcellsep 4.52\tabcellsep \\ d) Correlation Analysis\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ \multicolumn{4}{l}{For further information correlation analysis was}\tabcellsep \tabcellsep \tabcellsep \\ \multicolumn{4}{l}{also conducted to test correlation for each construct.}\tabcellsep \tabcellsep \tabcellsep \\ \tabcellsep \multicolumn{4}{l}{Table: IV-IV Correlation Between Construct}\tabcellsep \tabcellsep \\ \tabcellsep Economic Value\tabcellsep Social Value\tabcellsep Work Life Balance Value\tabcellsep Autonomy Value\tabcellsep Developmental Value\tabcellsep Hedonic Value\\ Economic Value\tabcellsep 1\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ Social Value\tabcellsep 0.575\tabcellsep 1\tabcellsep \tabcellsep \tabcellsep \tabcellsep \\ Work Life Balance Value\tabcellsep 0.755\tabcellsep 0.582\tabcellsep 1\tabcellsep \tabcellsep \tabcellsep \\ Autonomy Value\tabcellsep 0.639\tabcellsep 0.655\tabcellsep 0.737\tabcellsep 1\tabcellsep \tabcellsep \\ Developmental Value\tabcellsep 0.737\tabcellsep 0.583\tabcellsep 0.718\tabcellsep 0.674\tabcellsep 1\tabcellsep \\ Hedonic Value\tabcellsep 0.703\tabcellsep 0.641\tabcellsep 0.753\tabcellsep 0.676\tabcellsep 0.707\tabcellsep 1\\ e) Regression Analysis\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep \end{longtable} \par \caption{\label{tab_8}Table :}\end{figure} \begin{figure}[htbp] \noindent\textbf{:} \par \begin{longtable}{P{0.07844827586206897\textwidth}P{0.10258620689655172\textwidth}P{0.041379310344827586\textwidth}P{0.3620689655172414\textwidth}P{0.02413793103448276\textwidth}P{0.13706896551724138\textwidth}P{0.06120689655172414\textwidth}P{0.043103448275862065\textwidth}} \tabcellsep (WV)\tabcellsep \tabcellsep \multicolumn{2}{l}{I have enough time for my family or other}\\ \tabcellsep \tabcellsep \tabcellsep \multicolumn{2}{l}{important people in my life because of}\\ \tabcellsep \tabcellsep WV2\tabcellsep freelancing\tabcellsep \tabcellsep Wu et al (2013)\\ \tabcellsep \tabcellsep \multicolumn{2}{l}{WV3 My work offers schedule flexibility}\tabcellsep \tabcellsep Wu et al (2013)\\ \tabcellsep \tabcellsep \tabcellsep \multicolumn{2}{l}{I had the opportunity to set my own priorities at}\\ \tabcellsep Autonomy\tabcellsep AV1\tabcellsep work\tabcellsep \tabcellsep Spanuth\& Wald (2017)\\ \tabcellsep Value (AV)\tabcellsep \tabcellsep \multicolumn{2}{l}{I have autonomy in setting my income per hour}\\ \tabcellsep \tabcellsep AV2\tabcellsep rate\tabcellsep \tabcellsep Spanuth\& Wald (2017)\\ Year 2020\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep Year 2020\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 29\\ Volume XX Issue XIII Version I\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep Volume XX Issue XIII Version I\\ )\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep )\\ (\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep (\\ Global Journal of Management and Business Research\tabcellsep \multicolumn{2}{l}{Economic Value Social Value Work Life Balance Value}\tabcellsep \multicolumn{3}{l}{IV-V Regression Result Beta Freelancer Engagement Hypothesis -0.172 3.091 0.002 t Sig Freelancer Engagement 0.302 6.523 0.000 Freelancer Engagement 0.015 0.251 0.802}\tabcellsep Result Supported Supported Not Supported\tabcellsep Global Journal of Management and Business Research\\ \tabcellsep \multicolumn{2}{l}{Autonomy Value}\tabcellsep Freelancer Engagement\tabcellsep 0.076\tabcellsep 1.415 0.159\tabcellsep Not Supported\\ \tabcellsep \multicolumn{2}{l}{Developmental Value}\tabcellsep Freelancer Engagement\tabcellsep 0.147\tabcellsep 2.697 0.008\tabcellsep Supported\\ \tabcellsep Hedonic Value\tabcellsep \tabcellsep Freelancer Engagement\tabcellsep \multicolumn{2}{l}{0.595 10.603 0.000}\tabcellsep Supported\\ \tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep © 2020 Global Journals\end{longtable} \par \caption{\label{tab_9}Table :}\end{figure} \footnote{© 2020 Global Journals} \footnote{Relationshipbetween Freelancer Value Proposition and Freelancer Engagement in Gig Economy: Case of Ride Hailing Apps. in Indonesia} \backmatter \subsection[{V. Discussion and Implication}]{V. Discussion and Implication}\par This study is aimed to understand correlation between Freelancer Value Proposition (FVP) and Employee (freelancer) Engagement toward Ride Hailing Platform apps in Indonesia. It is expected that based on findings in this study, platform company could build a better relationship program in correlation to the freelancers and improve the platform service level. Researcher proposes to use six dimensions of FVP: Economic Value (EV), Social Value (SV), Autonomy Value (AV), Developmental Value (DV), Hedonic Value (HV), and Work-life Balance Value (WV) in order to find its correlation to freelancer engagement to the platform. {\ref 2013}), pay is a psychological symbol and the meaning of money is largely subjective, and for this case the economic value has negative correlation with freelancer engagement. Ride Hailing industry itself in Indonesia is monopolized by two companies: GOJEK and Grab, causing a tight competition among those two. The competition created price-war that not only for winning end-customer but also to attract driver partners (freelancer) to join the platforms. ABI Research, as quoted on Sindonews.com, stated that Grab won 63.6\% of Ride Hailing market share in Indonesia, while GOJEK 35.3\% 1 . Indonesian government sets Regional Minimum Salary (UMR) to ensure people get enough paid and this standard is also used by Ride Hailing platforms to set incentive schemes for its driver partners. These schemes make drivers income become hygienic.\par Top two strongest correlations are HV and SV, according to Nawaz, Zhang, Mansoor, and Ilmudeen (2019). It is stated that "hedonic value is a combination of enjoyment, fun, pleasure, excitement and perceived benefits which a person experience while using product, service or performing any activity." So, the more enjoyment on what freelancers do as Ride Hailing driver partners, the better engagement rate it brought toward the platform. Still according to Nawaz, Zhang, Mansoor, and Ilmudeen (2019), "Social interaction and networking is basic instinct of human being." It means when people belong to a group or community that fit with their purpose and goals, they will become more engage to the organization, or in this case the platform. \subsection[{a) Limitation and Future Directions}]{a) Limitation and Future Directions}\par This study was still the first step to understand correlation between FVP and Freelancer Engagement to the platform. Further deep interview is required to have better understanding. Especially, for the Ride Hailing platform that expect to reduce incentives cost at certain level. 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