Expert crowdsourcing marketplaces have untapped potential to empower workers' career and skill development. Currently, many workers cannot afford to invest the time and sacrifice the earnings required to learn a new skill, and a lack of experience makes it difficult to get job offers even if they do. In this paper, we seek to lower the threshold to skill development by repurposing existing tasks on the marketplace as mentored, paid, real-world work experiences, which we refer to as micro-internships. We instantiate this idea in Atelier, a micro-internship platform that connects crowd interns with crowd mentors. Atelier guides mentor-intern pairs to break down expert crowdsourcing tasks into milestones, review intermediate output, and problem-solve together. We conducted a field experiment comparing Atelier's mentorship model to a non-mentored alternative on a real-world programming crowdsourcing task, finding that Atelier helped interns maintain forward progress and absorb best practices.
The development of career ladders is vital to achieving a prosocial future for crowd work @cite_6 , but currently long-term advancement in crowd work is difficult. One barrier to career development is reputation, since reputation is one of the foremost concerns of workers @cite_2 . Since the availability of higher wage tasks depends on prior ratings, workers focus on maintaining a good reputation @cite_20 . This focus can discourage workers from attempting new tasks that extend beyond their comfort zone and could lower their ratings.
@cite_20 @cite_6 @cite_2
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Detecting and correcting low quality submissions in crowdsourcing tasks is an important challenge. Prior work has primarily focused on worker outcomes or reputation, using approaches such as agreement across workers or with a gold standard to evaluate quality. We propose an alternative and complementary technique that focuses on the way workers work rather than the products they produce. Our technique captures behavioral traces from online crowd workers and uses them to predict outcome measures such quality, errors, and the likelihood of cheating. We evaluate the effectiveness of the approach across three contexts including classification, generation, and comprehension tasks. The results indicate that we can build predictive models of task performance based on behavioral traces alone, and that these models generalize to related tasks. Finally, we discuss limitations and extensions of the approach. In many two-sided markets, each side has incomplete information about the other but has an opportunity to learn (some) relevant information before final matches are made. For instance, clients seeking workers to perform tasks often conduct interviews that require the workers to perform some tasks and thereby provide information to both sides. The performance of a worker in such an interview assessment - and hence the information revealed - depends both on the inherent characteristics of the worker and the task and also on the actions taken by the worker (e.g. the effort expended); thus there is both adverse selection (on both sides) and moral hazard (on one side). When interactions are ongoing, incentives for workers to expend effort in the current assessment can be provided by the payment rule used and also by the matching rule that assesses and determines the tasks to which the worker is assigned in the future; thus workers have career concerns. We derive mechanisms - payment, assessment and matching rules - that lead to final matchings that are stable in the long run and achieve close to the optimal performance (profit or social welfare maximizing) in equilibrium (unique) thus mitigating both adverse selection and moral hazard (in many settings). Interactive systems must respond to user input within seconds. Therefore, to create realtime crowd-powered interfaces, we need to dramatically lower crowd latency. In this paper, we introduce the use of synchronous crowds for on-demand, realtime crowdsourcing. With synchronous crowds, systems can dynamically adapt tasks by leveraging the fact that workers are present at the same time. We develop techniques that recruit synchronous crowds in two seconds and use them to execute complex search tasks in ten seconds. The first technique, the retainer model, pays workers a small wage to wait and respond quickly when asked. We offer empirically derived guidelines for a retainer system that is low-cost and produces on-demand crowds in two seconds. Our second technique, rapid refinement, observes early signs of agreement in synchronous crowds and dynamically narrows the search space to focus on promising directions. This approach produces results that, on average, are of more reliable quality and arrive faster than the fastest crowd member working alone. To explore benefits and limitations of these techniques for interaction, we present three applications: Adrenaline, a crowd-powered camera where workers quickly filter a short video down to the best single moment for a photo; and Puppeteer and A|B, which examine creative generation tasks, communication with workers, and low-latency voting. Crowdsourcing offers new forms of work arrangements enabled and facilitated by the advancements in Internet technologies and growing popularity of social media. However, do these new forms of work empower workers to craft their own careers or do they create a sweatshop where workers complete fragmented tasks to earn minimal pay? We posit that career theories and job crafting approaches collectively provide valuable theoretical perspectives for examining this question. By assessing the degree to which these platforms afford or constrain the workers to exert their personal agencies (i.e., affords career and job crafting preferences), we argue, will partially determine whether these new forms of work are a harbinger of worker empowerment or exploitation. Preliminary findings of this exploratory research-in-progress, conducted using two types of workers on Amazon-Mechanical-Turk, reveal that these new forms of work arrangements have a potential for both empowerment and exploitation of workers. Paid crowd work offers remarkable opportunities for improving productivity, social mobility, and the global economy by engaging a geographically distributed workforce to complete complex tasks on demand and at scale. But it is also possible that crowd work will fail to achieve its potential, focusing on assembly-line piecework. Can we foresee a future crowd workplace in which we would want our children to participate? This paper frames the major challenges that stand in the way of this goal. Drawing on theory from organizational behavior and distributed computing, as well as direct feedback from workers, we outline a framework that will enable crowd work that is complex, collaborative, and sustainable. The framework lays out research challenges in twelve major areas: workflow, task assignment, hierarchy, real-time response, synchronous collaboration, quality control, crowds guiding AIs, AIs guiding crowds, platforms, job design, reputation, and motivation. Evaluating workers is a critical aspect of any crowdsourcing system. In this paper, we devise techniques for evaluating workers by finding confidence intervals on their error rates. Unlike prior work, we focus on "conciseness"---that is, giving as tight a confidence interval as possible. Conciseness is of utmost importance because it allows us to be sure that we have the best guarantee possible on worker error rate. Also unlike prior work, we provide techniques that work under very general scenarios, such as when not all workers have attempted every task (a fairly common scenario in practice), when tasks have non-boolean responses, and when workers have different biases for positive and negative tasks. We demonstrate conciseness as well as accuracy of our confidence intervals by testing them on a variety of conditions and multiple real-world datasets. Worker reliability is a longstanding issue in crowdsourcing, and the automatic discovery of high quality workers is an important practical problem. Most previous work on this problem mainly focuses on estimating the quality of each individual worker jointly with the true answer of each task. However, in practice, for some tasks, worker quality could be associated with some explicit characteristics of the worker, such as education level, major and age. So the following question arises: how do we automatically discover related worker attributes for a given task, and further utilize the findings to improve data quality? In this paper, we propose a general crowd targeting framework that can automatically discover, for a given task, if any group of workers based on their attributes have higher quality on average; and target such groups, if they exist, for future work on the same task. Our crowd targeting framework is complementary to traditional worker quality estimation approaches. Furthermore, an advantage of our framework is that it is more budget efficient because we are able to target potentially good workers before they actually do the task. Experiments on real datasets show that the accuracy of final prediction can be improved significantly for the same budget (or even less budget in some cases). Our framework can be applied to many real word tasks and can be easily integrated in current crowdsourcing platforms. Online labor marketplaces offer the potential to automate tasks too difficult for computers, but don't always provide accurate results. MobileWorks is a crowd platform that departs from the marketplace model to provide robust, high-accuracy results using three new techniques. A dynamic work-routing system identifies expertise in the crowd and ensures that posted work completes within a bounded time with fair wages. A peer-management system helps prevent wrong answers. Last, social interaction techniques let best workers manage and teach other crowd members. This process allows the crowd to collaboratively learn how to solve new tasks. Historically, papers have been physically bound to the journal in which they were published; but in the digital age papers are available individually, no longer tied to their respective journals. Hence, papers now can be read and cited based on their own merits, independently of the journal's physical availability, reputation, or impact factor (IF). We compare the strength of the relationship between journals' IFs and the actual citations received by their respective papers from 1902 to 2009. Throughout most of the 20th century, papers' citation rates were increasingly linked to their respective journals' IFs. However, since 1990, the advent of the digital age, the relation between IFs and paper citations has been weakening. This began first in physics, a field that was quick to make the transition into the electronic domain. Furthermore, since 1990 the overall proportion of highly cited papers coming from highly cited journals has been decreasing and, of these highly cited papers, the proportion not coming from highly cited journals has been increasing. Should this pattern continue, it might bring an end to the use of the IF as a way to evaluate the quality of journals, papers, and researchers. © 2012 Wiley Periodicals, Inc. Crowdsourcing systems allocate tasks to a group of workers over the Internet, which have become an effective paradigm for human-powered problem solving such as image classification, optical character recognition and proofreading. In this paper, we focus on incentivizing crowd workers to label a set of binary tasks under strict budget constraint. We properly profile the tasks' difficulty levels and workers' quality in crowdsourcing systems, where the collected labels are aggregated with sequential Bayesian approach. To stimulate workers to undertake crowd labeling tasks, the interaction between workers and the platform is modeled as a reverse auction. We reveal that the platform utility maximization could be intractable, for which an incentive mechanism that determines the winning bid and payments with polynomial-time computation complexity is developed. Moreover, we theoretically prove that our mechanism is truthful, individually rational and budget feasible. Through extensive simulations, we demonstrate that our mechanism utilizes budget efficiently to achieve high platform utility with polynomial computation complexity. Despite decades of research attempting to establish conversational interaction between humans and computers, the capabilities of automated conversational systems are still limited. In this paper, we introduce Chorus, a crowd-powered conversational assistant. When using Chorus, end users converse continuously with what appears to be a single conversational partner. Behind the scenes, Chorus leverages multiple crowd workers to propose and vote on responses. A shared memory space helps the dynamic crowd workforce maintain consistency, and a game-theoretic incentive mechanism helps to balance their efforts between proposing and voting. Studies with 12 end users and 100 crowd workers demonstrate that Chorus can provide accurate, topical responses, answering nearly 93 of user queries appropriately, and staying on-topic in over 95 of responses. We also observed that Chorus has advantages over pairing an end user with a single crowd worker and end users completing their own tasks in terms of speed, quality, and breadth of assistance. Chorus demonstrates a new future in which conversational assistants are made usable in the real world by combining human and machine intelligence, and may enable a useful new way of interacting with the crowds powering other systems. Micro-task platforms provide massively parallel, on-demand labor. However, it can be difficult to reliably achieve high-quality work because online workers may behave irresponsibly, misunderstand the task, or lack necessary skills. This paper investigates whether timely, task-specific feedback helps crowd workers learn, persevere, and produce better results. We investigate this question through Shepherd, a feedback system for crowdsourced work. In a between-subjects study with three conditions, crowd workers wrote consumer reviews for six products they own. Participants in the None condition received no immediate feedback, consistent with most current crowdsourcing practices. Participants in the Self-assessment condition judged their own work. Participants in the External assessment condition received expert feedback. Self-assessment alone yielded better overall work than the None condition and helped workers improve over time. External assessment also yielded these benefits. Participants who received external assessment also revised their work more. We conclude by discussing interaction and infrastructure approaches for integrating real-time assessment into online work. CrowdPlanner -- a novel crowd-based route recommendation system has been developed, which requests human workers to evaluate candidates routes recommended by different sources and methods, and determine the best route based on the feedbacks of these workers. Our system addresses two critical issues in its core components: a) task generation component generates a series of informative and concise questions with optimized ordering for a given candidate route set so that workers feel comfortable and easy to answer; and b) worker selection component utilizes a set of selection criteria and an efficient algorithm to find the most eligible workers to answer the questions with high accuracy. Previous studies on Amazon Mechanical Turk (AMT), the most well-known marketplace for microtasks, show that the largest population of workers on AMT is U.S. based, while the second largest is based in India. In this paper, we present insights from an ethnographic study conducted in India to introduce some of these workers or "Turkers" -- who they are, how they work and what turking means to them. We examine the work they do to maintain their reputations and their work-life balance. In doing this, we illustrate how AMT's design practically impacts on turk-work. Understanding the "lived work" of crowdwork is a valuable first step for technology design. We develop a theory of prosocial behavior that combines heterogeneity in individual altruism and greed with concerns for social reputation or self-respect. Rewards or punishments (whether material or image-related) create doubt about the true motive for which good deeds are performed and this "overjustification effect" can induce a partial or even net crowding out of prosocial behavior by extrinsic incentives. We also identify settings that are conducive to multiple social norms and those where disclosing one's generosity may backfire. Finally, we analyze the choice by public and private sponsors of incentive levels, their degree of confidentiality and the publicity given to agents' behavior. Sponsor competition is shown to potentially reduce social welfare. Crowdsourcing complex creative tasks remains difficult, in part because these tasks require skilled workers. Most crowdsourcing platforms do not help workers acquire the skills necessary to accomplish complex creative tasks. In this paper, we describe a platform that combines learning and crowdsourcing to benefit both the workers and the requesters. Workers gain new skills through interactive step-by-step tutorials and test their knowledge by improving real-world images submitted by requesters. In a series of three deployments spanning two years, we varied the design of our platform to enhance the learning experience and improve the quality of the crowd work. We tested our approach in the context of LevelUp for Photoshop, which teaches people how to do basic photograph improvement tasks using Adobe Photoshop. We found that by using our system workers gained new skills and produced high-quality edits for requested images, even if they had little prior experience editing images. Crowdsourcing has been shown to be an effective approach for solving difficult problems, but current crowdsourcing systems suffer two main limitations: (i) tasks must be repackaged for proper display to crowd workers, which generally requires substantial one-off programming effort and support infrastructure, and (ii) crowd workers generally lack a tight feedback loop with their task. In this paper, we introduce Legion, a system that allows end users to easily capture existing GUIs and outsource them for collaborative, real-time control by the crowd. We present mediation strategies for integrating the input of multiple crowd workers in real-time, evaluate these mediation strategies across several applications, and further validate Legion by exploring the space of novel applications that it enables. We present the results of a survey that collected information about the demographics of participants on Amazon Mechanical Turk, together with information about their level of activity and motivation for working on Amazon Mechanical Turk. We find that approximately 50 of the workers come from the United States and 40 come from India. Country of origin tends to change the motivating reasons for workers to participate in the marketplace. Significantly more workers from India participate on Mechanical Turk because the online marketplace is a primary source of income, while in the US most workers consider Mechanical Turk a secondary source of income. While money is a primary motivating reason for workers to participate in the marketplace, workers also cite a variety of other motivating reasons, including entertainment and education. This paper presents the MicroWriter, a system that decomposes the task of writing into three types of microtasks to produce a single report: 1) generating ideas, 2) labeling ideas to organize them, and 3) writing paragraphs given a few related ideas. Because each microtask can be completed individually with limited awareness of what has been already done and what others are doing, this decomposition can change the experience of collaborative writing. Prior work has used microtasking to support collaborative writing with unaffiliated crowd workers. To instead study its impact on collaboration among writers with context and investment in the writing project, we asked six groups of co-workers (or 19 people in total) to use the MicroWriter in a synchronous, collocated setting to write a report about a shared work goal. Our observations suggest ways that recent advances in microtasking and crowd work can be used to support collaborative writing within preexisting groups. In recent years scholars have built maps of science by connecting the academic fields that cite each other, are cited together, or that cite a similar literature. But since scholars cannot always publish in the fields they cite, or that cite them, these science maps are only rough proxies for the potential of a scholar, organization, or country, to enter a new academic field. Here we use a large dataset of scholarly publications disambiguated at the individual level to create a map of science-or research space-where links connect pairs of fields based on the probability that an individual has published in both of them. We find that the research space is a significantly more accurate predictor of the fields that individuals and organizations will enter in the future than citation based science maps. At the country level, however, the research space and citations based science maps are equally accurate. These findings show that data on career trajectories-the set of fields that individuals have previously published in-provide more accurate predictors of future research output for more focalized units-such as individuals or organizations-than citation based science maps.