An exploratory study on slasher and HRM: for MBA students

An exploratory study on slasher and HRM: for MBA students (information from perplexity.ai)

My question 1: "What is slasher all about with reference to corporate human resource management?"

The reply: "What Is a "Slasher" in Corporate Human Resource Management?

In the context of corporate human resource management, a "slasher" refers to an individual who pursues multiple careers or job roles simultaneously, rather than adhering to a single, traditional full-time position. The term comes from the slash symbol ("/") used to separate different job titles in a person's self-description, such as "designer/photographer/consultant." This concept was popularized by Marci Alboher in her book One Person/Multiple Careers and has gained traction as work models have evolved.

• Multiple Professional Identities: Slashers combine various jobs or roles, often across different industries or functions, based on their skills, interests, or market opportunities.

• : They may work as freelancers, part-timers, consultants, or entrepreneurs, often blending these roles.

• : Many are motivated by the desire for diverse experiences, personal growth, and autonomy, rather than solely by financial necessity.

• : Slashers are often highly adaptable, capable of switching between different skill sets and environments.

• : Slashers bring a wide range of skills and perspectives, which can foster innovation and cross-functional collaboration within organizations.

• : Their experience in multiple roles can help companies respond quickly to changing business needs.

• : Slashers can act as connectors between teams, improving communication and project outcomes.

• : Traditional HR models focused on long-term, single-role employment may struggle to attract and retain slasher talent, who value flexibility and variety.

• : Evaluating and rewarding multi-role contributions may require new metrics and approaches.

• : Integrating slashers into organizational structures demands more flexible policies, such as project-based assignments or portfolio careers.

• : Offer part-time, freelance, or project-based roles to accommodate slasher preferences.

• : Support employees in pursuing multiple interests and skills, possibly through internal gig platforms or cross-training.

• : Develop performance evaluation frameworks that acknowledge multi-role contributions and diverse skill sets.

• : Foster an environment that values non-traditional career paths and encourages knowledge sharing across roles.

Conclusion

The rise of the slasher workforce reflects broader changes in work preferences and labor markets. For corporate HR, adapting to this trend means rethinking traditional employment models, embracing flexibility, and leveraging the unique strengths that slashers offer to drive organizational success."

My question 2: "What are the academic theories to study this topic?"

The reply: "To study the topic of slashers (individuals managing multiple concurrent careers) within corporate human resource management, several academic theories and conceptual frameworks are relevant:

Theory/ Conceptual Framework	Description	Relevance to Slashers
Boundaryless Career Theory	Proposes that modern careers transcend organizational boundaries and are driven by individual agency rather than traditional hierarchical paths.	Slashers embody boundaryless careers by navigating multiple roles across different organizations or industries, emphasizing flexibility and self-direction.
Protean Career Theory	Focuses on careers driven by the individual's values and psychological success rather than external measures, emphasizing adaptability and self-directed career management.	Slashers exemplify protean careers by pursuing multiple passions and redefining success on their own terms, often outside traditional career trajectories.
Portfolio Career Concept	Refers to a career made up of several part-time jobs or projects rather than a single full-time job.	Slashers literally build portfolio careers by juggling several roles simultaneously, combining diverse skills and income streams.
Human Capital Theory	Emphasizes investment in diverse skills and knowledge to increase employability and career success.	Slashers invest in multiple skill sets and competencies, which aligns with the need for continuous learning and adaptability in today’s labor market.

• Marci Alboher’s work, especially One Person/Multiple Careers (2007), is foundational in framing the slasher phenomenon, highlighting the fragmentation of traditional career paths and the rise of multi-career identities.

• The shift to slasher careers reflects broader societal and economic changes, including digital connectivity, the gig economy, and evolving personal values around work and fulfillment.

• Educational institutions are adapting by promoting entrepreneurial education and diverse skill development to prepare students for portfolio/slasher careers.

• Slashers challenge the traditional division of labor and organizational structures, which has implications for HR management in terms of flexibility, career development, and performance evaluation.

Studying slashers in corporate HRM involves integrating theories of boundaryless and protean careers, portfolio career models, and human capital development, alongside work-life integration and social identity perspectives. These frameworks help explain how individuals manage multiple careers, the motivations behind this trend, and the organizational and educational adaptations required to support such workforce dynamics."

My question 3: "Specifically, what are the employee motivation and employee performance issues on this topic?"

The reply: "Employee Motivation and Performance Issues with Slashers/Portfolio Careers

• Divided Attention and Engagement: Employees managing multiple careers or roles (slashers) often experience divided focus, which can reduce their engagement and intrinsic motivation in any single job.

• : Juggling several roles can lead to increased stress, lack of recovery time, and eventual burnout, especially when schedules conflict or rest is insufficient.

• : Traditional recognition systems may not adequately acknowledge the unique contributions of slashers, leading to feelings of being undervalued or overlooked.

• : Without clear pathways for advancement in each role, slashers may feel uncertain about their long-term prospects, dampening motivation and ambition.

• : The challenge of balancing multiple jobs with personal life can cause stress and lower job satisfaction, especially if employers do not offer flexibility or mental health support.

• : Holding multiple jobs can result in role conflict and overload, which often leads to decreased performance, errors, and lower productivity in one or more roles.

• : Conflicting work schedules can cause absenteeism, lateness, or reduced availability, directly impacting job performance and reliability.

• Reduced Innovation and Collaboration: When employees focus only on meeting minimum requirements for each job, there is less room for proactive problem-solving, innovation, or collaboration with colleagues.

• : Fatigue and divided attention can lead to a decline in the quality of work, increased mistakes, and missed deadlines.

• : Over time, the cumulative stress and lack of support can make it unsustainable for employees to maintain high performance across multiple roles, increasing turnover risk.

• : Offer flexible hours and remote work options to help employees manage multiple roles more effectively.

• : Develop recognition systems that value diverse contributions and provide regular, meaningful feedback.

• Clear Career Development Paths: Provide transparent advancement opportunities and support for skill development across roles.

• : Foster a culture of trust, autonomy, and well-being, with access to mental health resources and support.

By addressing these motivation and performance issues, organizations can better support slasher and portfolio employees, leading to higher engagement, productivity, and retention."

My question 4: "On this more specific topic, what are the academic theories to use and what are the research gaps of it?"

The reply: "

Academic Theories for Studying Employee Motivation and Performance Issues Among Slashers

1. Human Capital Theory

• Focus: Views employees’ skills, knowledge, and experience as economic assets.

• Application: Explains how career interruptions or juggling multiple roles (as with slashers) can lead to depreciation of skills, affecting both motivation and performance. Human capital theory is often used to analyze the impact of employment gaps on career progression, income, and job satisfaction.

2. Skill-Gap Theory of Motivation

• Focus: Examines how discrepancies between required and actual skills affect employee motivation and performance.

• Application: For slashers, frequent transitions between roles may create or reveal skill gaps, impacting their engagement and effectiveness. This theory highlights the importance of continuous skill development and tailored HR policies to bridge these gaps.

3. McGregor’s Theory X and Theory Y

• Focus: Describes two contrasting views of workforce motivation—Theory X (employees are inherently lazy) and Theory Y (employees are self-motivated).

• Application: Slashers often seek autonomy and self-direction, aligning more with Theory Y. Traditional Theory X management styles may demotivate slashers, leading to disengagement and performance issues.

4. Drive Reduction Theory

• Focus: Suggests that behavior is motivated by the need to reduce internal tension caused by unmet needs.

• Application: Slashers may be motivated by both primary (financial security) and secondary (autonomy, achievement) drives. Understanding these can help organizations design better motivational strategies.

5. Boundaryless and Protean Career Theories

• Focus: Emphasize self-directed, flexible, and value-driven career paths beyond traditional organizational boundaries.

• Application: Slashers exemplify these theories by actively managing multiple career identities and seeking personal fulfillment over linear advancement.

Research Gaps in Employee Motivation and Performance Among Slashers

 

Research Area	Identified Gaps
Skill Development & Gaps	Limited empirical research on how slashers navigate skill gaps across multiple roles and industries
Long-Term Career Outcomes	Need for longitudinal studies on how slasher careers impact long-term motivation, job satisfaction, and career advancement
Performance Metrics	Lack of robust, multi-dimensional performance evaluation frameworks tailored for slasher employees
Organizational Support Mechanisms	Insufficient research on effective HR policies and organizational practices that support slashers’ unique needs
Well-being and Burnout	Few studies directly address the psychological impact, stress, and burnout risks associated with managing multiple concurrent roles
Diversity and Inclusion	More research needed on how gender, race, and socioeconomic status intersect with slasher career dynamics and outcomes

 

Conclusion

While several established theories—such as human capital, skill-gap, and career development frameworks—provide useful lenses for studying slashers’ motivation and performance, there remain significant research gaps. These include the need for more nuanced performance metrics, better understanding of long-term outcomes, and tailored organizational support strategies for this growing segment of the workforce."

My question 5: "What have been the public media-reported issues on this specific topic over the past 10 years?"

The reply: "Over the past decade, public media coverage on the topic of slashers—people managing multiple concurrent careers—has highlighted several key issues related to motivation, performance, and the evolving nature of work:

1. Rise and Empowerment of Slasher Careers

• Media reports emphasize the growing prevalence of slasher careers, especially among millennials and creative professionals who value flexibility, autonomy, and variety in work. Slashers are portrayed as empowered individuals who reject being confined to a single job, instead leveraging multiple roles to enhance their skills, visibility, and financial security.

• This trend is often linked to digital and freelance economies, where people combine roles like blogging, consulting, social media management, and teaching to create diverse income streams and pursue passion projects simultaneously.

• The flexibility of slasher careers is celebrated for enabling better work-life balance and gender equality, particularly for working parents who seek to integrate family and career needs.

2. Challenges of Stability and Career Progression

• Despite the benefits, media also report concerns about the lack of job stability and the risks of juggling multiple roles, such as financial uncertainty and burnout.

• The traditional career ladder is often described as incompatible with slasher lifestyles, leading to frustration over unclear career progression and limited advancement opportunities within any single role.

• For example, in journalism—a field heavily affected by layoffs and industry disruption—there is publicized frustration over rigid, outdated career paths that fail to accommodate cross-functional or multi-role professionals, pushing talented individuals to consider leaving the industry.

3. Burnout and Mental Health Risks

• Media narratives frequently mention the stress and fatigue associated with managing multiple jobs, especially when roles demand different skill sets and schedules.

• The pressure to constantly self-promote and maintain visibility across various platforms can lead to burnout, as slashers try to sustain performance and motivation across diverse commitments.

4. Impact of Industry Disruptions

• In sectors like media and journalism, public reports highlight how industry upheavals—such as layoffs, budget cuts, and the rise of digital platforms—have pushed professionals toward slasher or portfolio careers as a survival strategy.

• The rise of niche digital platforms and new monetization models also creates opportunities but demands adaptability and multi-skilled engagement from workers.

Conclusion

Public media over the past 10 years have portrayed slasher careers as a double-edged sword: a source of empowerment and flexibility but also a cause of instability, stress, and career uncertainty. These narratives underscore the need for organizations and industries to rethink career structures, support mechanisms, and performance frameworks to better accommodate the realities of multi-career professionals."

My question 6: "What have been the Hong Kong public media-reported issues on this specific topic over the past 10 years?"

The reply: "Over the past 10 years, Hong Kong public media have reported several key issues related to the "slasher" phenomenon—people, especially youth, juggling multiple part-time or freelance jobs instead of traditional full-time employment:

Key Media-Reported Issues in Hong Kong

1. Growing Popularity Among Youth and Gen Z

   • Hong Kong’s younger generation increasingly embraces the slasher lifestyle, combining multiple part-time jobs or freelance gigs rather than pursuing conventional 9-to-5 careers.

   • This trend is driven by desires for greater job satisfaction, flexibility, and personal fulfillment.

   • For example, Mike Chow, a Hong Kong vlogger/drum instructor/freelance video editor, exemplifies this new workforce model, reflecting a broader community of slashers in the city.

2. Shift in Work Preferences and Attitudes

   • Surveys show that over half of Gen Z professionals in Hong Kong engage in freelance work, with many preferring hybrid or flexible work arrangements to reduce stress and improve work-life balance.

   • This shift challenges traditional employer expectations and demands changes in workplace policies to accommodate slashers’ needs.

3. Economic and Social Context

   • The rise of slashers is partly linked to economic uncertainty and high societal pressures, echoing mainland China’s “lying flat” phenomenon, where youth opt out of traditional career competition.

   • Some young adults rely on family support while pursuing multiple gigs, reflecting a complex socio-economic backdrop to the slasher trend.

4. Challenges for Employers

   • Employers face difficulties in managing slashers due to their diverse roles, non-traditional career paths, and demand for autonomy.

   • This requires companies to rethink talent management, offering more flexible contracts and recognizing multi-role contributions.

5. Mental Health and Workload Concerns

• Media have also highlighted the stress and time management challenges slashers face when juggling multiple jobs, raising concerns about burnout and sustainability.

• The pressure to maintain performance across roles is a recurring theme, underscoring the need for better organizational support.

Conclusion

Hong Kong public media over the last decade have documented the emergence and normalization of the slasher lifestyle among youth, driven by changing values and economic realities. While slashers enjoy flexibility and autonomy, media reports also emphasize the challenges of managing multiple roles, including stress and employer adaptation needs. This reflects a significant shift in Hong Kong’s labor market and workplace culture, requiring new approaches from both organizations and policymakers."

My question 7: "Please suggest 4 related research objectives and 2 related issues of an MBA dissertation project on this specific topic, in the context of Hong Kong in 2025."

The reply: "Here are 4 suggested research objectives and 2 related research issues for an MBA dissertation project on the topic of "slashers" (multi-career employees) in the context of Hong Kong in 2025:

Research Objectives

1. To examine the motivational factors driving Hong Kong employees to adopt slasher/portfolio careers in 2025.
   Justification: Understanding what motivates individuals to pursue multiple concurrent careers is critical for HR strategies and talent management in Hong Kong’s evolving labor market.

2. To analyze the impact of slasher career patterns on employee job performance and productivity in Hong Kong organizations.
   Justification: Investigating how juggling multiple roles affects work output and quality can help organizations adapt performance management systems.

3. To explore the challenges and support needs of slashers from the perspective of both employees and employers in Hong Kong.
   Justification: Identifying barriers and organizational support mechanisms will inform HR policies to better accommodate multi-career workers.

4. To evaluate the effectiveness of current HR practices and flexible work arrangements in managing and retaining slasher employees in Hong Kong.
   Justification: This objective aims to assess whether existing corporate policies meet the needs of slashers, guiding improvements in talent retention.

Related Research Issues

1. Balancing Workload and Preventing Burnout Among Slashers

   • How do multiple concurrent roles affect employees’ stress levels, work-life balance, and mental health?

   • What organizational interventions can mitigate burnout risks for slashers?

2. Redefining Performance Measurement and Career Development for Multi-Role Employees

   • How can organizations design performance appraisal systems that fairly evaluate slashers’ diverse contributions?

   • What career development pathways are feasible for employees with non-traditional, portfolio careers?

These objectives and issues reflect the unique socio-economic and cultural context of Hong Kong in 2025, where flexible, multi-career work styles are increasingly common among young professionals and the gig workforce. They also align with the need for organizations to adapt HRM practices to this emerging workforce segment."

My question 8: "What can be the academic, practical and originality values of this study?"

The reply: "The study on the slasher phenomenon in Hong Kong’s workforce in 2025 holds significant academic, practical, and originality values as follows:

Academic Value

• Fills a Research Gap in Local Context: While the slasher concept has been studied internationally, there is limited academic research specifically focused on Hong Kong’s unique socio-economic and cultural environment. This study contributes to the literature by contextualizing the phenomenon within Hong Kong’s dynamic labor market, high living costs, and evolving work culture.

• Integrates Multidisciplinary Theories: It advances understanding by applying and potentially extending career theories (e.g., boundaryless, protean careers) and motivation/performance frameworks to a new workforce segment, enriching HRM and organizational behavior scholarship.

• Provides Empirical Data on Emerging Workforce Trends: By focusing on motivation and performance issues of slashers, the study offers empirical insights into how multi-career individuals manage work demands, which is underexplored in academic research.

Practical Value

• Guides HR Policy and Talent Management: The findings can help Hong Kong organizations design more flexible work arrangements, recognition systems, and career development pathways tailored to slashers, addressing recruitment and retention challenges amid a shifting workforce.

• Supports Workforce Well-Being and Productivity: By identifying burnout risks and performance barriers, the study informs interventions to enhance slashers’ work-life balance and sustainable productivity, crucial for maintaining a competitive labor market.

• Informs Government and Educational Strategies: Insights can aid policymakers and educational institutions in developing training, reskilling, and support programs aligned with the needs of a multi-career workforce, contributing to Hong Kong’s economic resilience.

Originality Value

• Focus on Hong Kong’s 2025 Workforce Landscape: The study captures the latest trends and challenges specific to Hong Kong’s post-pandemic recovery phase, Gen Z work preferences, and the city’s unique economic pressures, offering fresh, timely perspectives not yet deeply explored in existing research.

• Explores the Intersection of Culture, Economy, and Workstyle: It uniquely examines how cultural attitudes (e.g., reliance on family support, “full-time children” phenomenon) and economic realities shape the slasher lifestyle, adding depth to the understanding of non-traditional careers in an Asian metropolitan context.

• Addresses Understudied Motivation and Performance Dynamics: By focusing specifically on motivation and performance issues in slashers, the study breaks new ground in linking multi-career workstyles with organizational outcomes, a niche area with limited prior empirical focus.

In summary, this study offers a valuable, original contribution to academic knowledge, practical HR management, and policy formulation by addressing the evolving realities of Hong Kong’s slasher workforce in 2025."

A collection of blog notes on using chatgpt for research purpose.