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Purpose This study aims to explore how errand delivery companies/platforms can retain professional errand gig workers. Design/methodology/approach The research introduces a novel theoretical framework based on Psychological Contract Theory and Psychological Perception Theory, seeking to investigate how the psychological contract and perception in errand delivery gig work impact organizational identification and trust. Ultimately, this enhances task performance and career satisfaction to retain professional gig workers. Findings The findings indicate that psychological contract fulfillment and perception significantly influence organizational identification and trust, subsequently improving task performance and career satisfaction, and contributing to the retention of professional gig workers. Specifically, psychological contract fulfillment emerges as the most crucial factor influencing organizational identification and trust. Organizational identification and career satisfaction are identified as the most significant factors influencing task performance and professional retention, respectively. Additionally, the length of work positively moderates the impact of career satisfaction on retaining professionals. Originality/value This study provides a deeper theoretical understanding of gig worker retention issues. The recommended gig worker retention policies for errand delivery companies/platforms offer more precise employment relationship management strategies in response to the current social environment.
Liu et al. (Mon,) studied this question.