Exploring the influence of HR practices on gig workers engagement: a serial mediation moderation model through IPMA analysis

Abstract

Drawing upon Social Exchange Theory and the Job Demands–Resources framework, this study examines the influence of Human Resource Practices (HRP) on gig worker engagement among IT professionals through the serial mediating roles of perceived organisational support and Psychological Empowerment. In this quantitative study, data were collected from 516 IT gig workers using structured questionnaire. SPSS was used for descriptive analysis and SmartPLS 4 for hypothesis testing using partial least squares structural equation modelling (PLS-SEM). The findings demonstrate that HRP positively influences gig worker engagement. POS and Psychological Empowerment significantly mediate the relationship between HRP and gig worker engagement, while work autonomy negatively moderates the relationship between HRP and perceived organisational support. The study contributes to the gig work literature by explaining how HRP operates through organisational and psychological support mechanisms in flexible work settings. The findings demonstrate how higher engagement and commitment among gig workers can be fostered by combining effective HR practices with autonomy and empowerment. The study also outlines theoretical contributions, managerial implications, and directions for future research to support sustainable HR management in the evolving gig economy.