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Drawing on a qualitative, multi-case study of three kinds of geographically tethered gig work—ride-hailing, delivery, and domestic services platforms—in the United States, I examine how workers anticipate the influences of metrics, live with metrics, and cope with algorithmic precarity. Data for this project include in-depth interviews with 50 gig workers about their efforts to interpret and manage metrics as part of their everyday work practices. The analysis reveals that participants were anxious about metrics primarily because of the disciplinary outcomes, that are, the threat of job loss and the valued job features. It also directs attention to how workers felt and experienced customer-sourced ratings and system-generated behavioral metrics variously across platforms. Information asymmetries and the perceived lack of control also intensified a sense of powerlessness among participants. While participants articulated strategies that aimed at managing the uncertainty of customer-sourced ratings—and more precisely, the work-related uncertainty created by "difficult customers"—throughout service interactions, their feelings of anxiety could not be resolved. Furthermore, the (in)visibility of metrics, the settings of platform-mediated worker–customer interactions, and workers' platform dependence contributed to the varying disciplinary power of metrics. The study contributes to understanding how metrics as affective measures mediate the trilateral relationship between platforms, workers, and customers in the gig economy.

In organizations, proactive employees make things happen. They anticipate, initiate, and drive meaningful changes for a better future. Such proactive behaviors can be manifested in different forms. Initiating work improvements and voicing for changes are examples of the different proactive behaviors commonly demonstrated by employees. Empirical studies have associated proactive behaviors at work with a range of positive workplace outcomes. However, only limited research has examined how proactive behaviors might be related to one particularly important outcome, trust, i.e., whether an employee's proactive behaviors will influence the supervisor's trust toward the employee. Accordingly, in this present research, I conducted two cross-sectional field studies, a pre-test, and the main study. The pre-test examined the psychometric properties of the measures and validated a measurement model in preparation for the main study. The main study examined the role of employee proactive behaviors in influencing the supervisor's trust toward an employee in established supervisor-subordinate dyads. I hypothesized that such employee proactive behaviors are positively correlated to supervisor's trust in employee. This research also explored psychological mechanisms and contextual factors that are likely to influence the effects of employee proactive behaviors on supervisor-to-employee trust. Here, I examined the potential mediating and moderating effects of variables inherent in the dyadic relationships between employees and supervisors. Specifically, I examined the potential mediating effects of perceived trustworthiness, and the potential moderating effects of leader-member-exchange (LMX) quality, the employee's political skills, perceived constructiveness, and perceived prosocial motives, and the supervisor's power distance and proactive personality. Additionally, I examined the contextual variable climate for initiative for its potential moderating role. This research found that employees who demonstrated proactive behaviors benefiting teams or work units were seen as having higher levels of perceived ability by their supervisors, ultimately influencing their supervisors' trust in them positively. Additionally, this research found supervisors' perceptions of employees' ability in response to employees' proactive behaviors (specifically prohibitive voice) were strengthened in high-quality LMX dyads and in environments where the climate for initiative was strong.

There is a new cast of self-proclaimed experts offering "how-to-succeed" resources aimed at coaching and inspiring gig workers. The emergence of such resources raises questions about the performance of expertise regarding the workings of algorithmic labor platforms. This article examines how Uber driver/bloggers—workers who are driving for Uber, while also creating Uber-related video content—perform expertise in driving for Uber on YouTube. I conducted in-depth interviews with 11 driver/bloggers and a qualitative analysis of the textual and video content published by driver/bloggers. Through the data, I show how driver/bloggers' empowerment narratives became intertwined with their individualistic aspirations to develop dual careers as Uber drivers and YouTubers. Driver/bloggers employed three self-presentation strategies to perform expertise, including the construction of uniqueness and "know-how," realness, and relatability with audiences. The study concludes with implications for our collective understandings of gig workers, expertise, and online curation across a wider platform ecology.

My contribution has six parts. First, starting from the Harvey-Ong debate on the 'strange case' of neoliberalism in China, it proceeds to the wider discussion of the path-dependent, geographically-conditioned variegation of neoliberalization. Second, it suggests how a meso-level cultural political economy can mediate between abstract-simple and concrete-complex analyses. Third, it proposes making ordoliberal and authoritarian turns to examine (non-western) cases where sovereign, disciplinary and biopolitical power coexist and co-evolve. Fourth, it deploys the concept of ordoliberal authoritarian governance to examine China since Deng's opened it to the world market in 1978. Specifically, it describes a hybridized ensemble of meta-governance ground rules (e.g., GDPism), socialist statecraft, the bio-sovereign ordering of the population through hukou (household registration system) and suzhi (human quality), and the politics of desire/morality (e.g., consumption and neo-Confucianism). These governing techniques and strategies have strengthened China's national growth and entrepreneurial potential; but they have also weakened them through exclusionary practices that generate inequalities and social unrest. Fifth, it considers the new subaltern resistance identity of Diaosi, which has emerged since 2011. Diaosi live in marginal and subaltern conditions but also aspire to gain urban hukou and embrace suzhi consumption. To re-establish control in response to these challenges, the government has intensified Internet surveillance, censorship and the use of a "social credit" system. Sixth, the article offers some conclusions on the cultural political economy perspective on variegation and heuristic potential of the ordoliberal and authoritarian turns in examining variegated neoliberalization/ordoliberalization in non-western settings.

Drawing insights from the literature around cultural discourse theory, urban informality, and precarity, this article explores how a group of unlicensed hawkers in Hong Kong engage in a place-making process of precarity. Existing research on precarity has examined the structural change in the labor market in advanced economies and labor unions' collective resistance. Few empirical studies, however, have explicated how informal workers experience precarity in their everyday life. To contribute to this literature, therefore, this study examines how hawkers in Hong Kong constitute their class identities and the meanings of place while facing legal and spatial ambiguities on a daily basis. While interlocutors articulate different class identities, they constitute themselves as precarious beings through spatial practice. Rather than engaging in collective resistance against precarity, hawkers develop culturally distinctive practices to adapt to the power structure in which they operate. This article highlights the dialectical relationship between spatial practice and precarity as contextualizing precarity in developing Asia.

The importation of more than 60,000 Chinese laborers to work in the Witwatersrand gold mines in South Africa between 1904 and 1910 remains an obscure episode in the history of Asian indentured labor in European colonies. Yet the experience of the coolies on the Rand reverberated throughout the Anglo-American world and had lasting consequences for global politics of race and labor. At one level, the Chinese laborers themselves resisted their conditions of work to such a degree that the program became untenable and was canceled after a few years. Not only did the South African project fail: Its failure signaled more broadly that at the turn of the twentieth century it had become increasingly difficult to impose upon Chinese workers the coercive and violent exploitation that had marked the global coolie trade in the era of slave emancipation. At another level, the Chinese labor program on the Rand provoked a political crisis in the Transvaal and in metropolitan Britain over the "Chinese Question"—that is, whether Chinese, indentured or free, should be altogether excluded from the settler colonies. Following the passage of laws limiting or excluding Chinese immigration to the United States (1882), Canada (1885), New Zealand (1881), and Australia (1901), Transvaal Colony and then the Union of South Africa, formed in 1910, likewise barred all Chinese from immigration—making Chinese and Asian exclusion, along with white rule, native dispossession, and racial segregation the defining features of the Anglo-American settlerism.