Creativity on paid crowdsourcing platforms
Abstract
Crowdsourcing platforms are increasingly being harnessed for creative work. The platforms' potential for creative work is clearly identified, but the workers' perspectives on such work have not been extensively documented. In this paper, we uncover what the workers have to say about creative work on paid crowdsourcing platforms. Through a quantitative and qualitative analysis of a questionnaire launched on two different crowdsourcing platforms, our results revealed clear differences between the workers on the platforms in both preferences and prior experience with creative work. We identify common pitfalls with creative work on crowdsourcing platforms, provide recommendations for requesters of creative work, and discuss the meaning of our findings within the broader scope of creativity-oriented research. To the best of our knowledge, we contribute the first extensive worker-oriented study of creative work on paid crowdsourcing platforms.
Study specs
- Institution
- Cornell,Aalto University,New York University
- Discipline
- Human-Computer Interaction
- Year
- 2020
- Human Data Platform
- Prolific
- Source
- View Source Google Scholar
Peer Review & Critical Discussion
Potential Selection Bias in 2023 Cohort
The participant pool shows a concerning overrepresentation of users from high-income demographics. Looking at Table 3, we can see that 78% of respondents had annual incomes above $75k, which significantly limits the generalizability of these findings to broader populations.
Non-naive Participants Issue
I've noticed a methodological concern regarding participant naivety. Given that Prolific users often complete multiple studies, there's a real risk that participants had prior exposure to similar experimental paradigms, which could confound the results.
RLHF Applicability to This Study Design
The implications for RLHF training pipelines are understated. If we accept the authors' conclusions about preference stability, this has direct consequences for how we should structure reward model training. The temporal decay effect described in Section 4.2 is particularly relevant.
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