{"resolved":true,"match_type":"uuid","source_type":"original_book","book_id":"93d97921-01f1-48cb-976b-1fe80778bb33","title":"后工作时代：平台资本主义时代的劳动力","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787532792511","requested_by":"printed_page","book":{"source_type":"original_book","book_id":"93d97921-01f1-48cb-976b-1fe80778bb33","id":"93d97921-01f1-48cb-976b-1fe80778bb33","uuid":"93d97921-01f1-48cb-976b-1fe80778bb33","title":"后工作时代：平台资本主义时代的劳动力","normalized_title":"后工作时代平台资本主义时代的劳动力","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787532792511","isbns":["9787532792511"],"parsed":true,"ai_readable":true,"document_type":"book","page_count":145,"navigation_url":"https://workshop.closeclaw.top/ai/book/93d97921-01f1-48cb-976b-1fe80778bb33","title_url":"https://workshop.closeclaw.top/ai/title/%E5%90%8E%E5%B7%A5%E4%BD%9C%E6%97%B6%E4%BB%A3%EF%BC%9A%E5%B9%B3%E5%8F%B0%E8%B5%84%E6%9C%AC%E4%B8%BB%E4%B9%89%E6%97%B6%E4%BB%A3%E7%9A%84%E5%8A%B3%E5%8A%A8%E5%8A%9B","fixed_page_url_template":"https://workshop.closeclaw.top/ai/book/93d97921-01f1-48cb-976b-1fe80778bb33/page/{printed_page}","path_api_url_template":"https://workshop.closeclaw.top/api/ai/book/93d97921-01f1-48cb-976b-1fe80778bb33/page/{printed_page}","read_url":"https://workshop.closeclaw.top/api/ai/read/93d97921-01f1-48cb-976b-1fe80778bb33","page_url":"https://workshop.closeclaw.top/api/ai/books/93d97921-01f1-48cb-976b-1fe80778bb33/page","search_url":"https://workshop.closeclaw.top/api/ai/books/93d97921-01f1-48cb-976b-1fe80778bb33/search"},"page":{"printed_page":61,"pdf_page":65,"physical_index":65,"physical_index_base":0,"printed_page_status":"recognized","page_sha256":"9e7e2c0bc60734140b55e13d5c5328faa5651ddf62e0f79bc0edb3bd0db5e600"},"chapter":"第三章作为服务的人类","content":"资本主义的故事，基本上就是个体逐渐接受工资生活的规训框架的故事，即使有酬工作本身已经遭到侵蚀。正如E.P.汤普森所说，“通过各种办法—劳动分工、劳动监督、罚款、钟声和钟表、金钱奖励、宣传和教育；压制公众集会和体育锻炼——形成新的劳动习惯”。[3]在这些试图建立有序劳动习惯的技术手段中，我们现在可以加上关闭账户和公共评分系统。微工作系统允许“雇主”随意解雇工人，而无需任何告知，从而将当今世界带回了一个类似于维多利亚时代英格兰的地方，只是现在的这个世界具有算法决策的客观借口。\n\n评分系统利用表面的客观性，允许任务发布者以数据化的方式衡量工人的工作表现。这些评分系统本身如同关闭工人账号一样，具有明确的倾向性。评分系统的运作方式因平台而异，尽管这些系统都根据以前的任务发布者给出的评分得出一个综合分数，并将其在网站公开，以便其他任务发布者识别潜在的表现良好的和表现不好的工人。极少数人能够将等级提升到激动人心的大师等级，并获得因此而来的更高报酬的任务。然而，对大多数人而言，要么是评分原地不动，要么是眼睁睁地看着评分等级下降，束手无策。因此，评分系统是一种压迫性的存在，通常代表着再次找到工作和被剥夺权利之间的差别。在Microworkers 网站上，低于75%支持率（“当下成功率”)会导致工人30天内无法获取任务。[1]如实例所示，如果一个工人碰到一个极其严格或恶意的工作发布者而导致评分降低，则会让工人名声受损，而继续找到工作的机会也随之减少。\n\n[1] Gray and Suri, Ghost Work, pp. 85—91.\n\n[2] 同上。\n\n[3] E. P. Thompson, \"Time, Work-Discipline and Industrial Capitalism', Past and Present 38 (1), 1967, p. 90.\n\n61","previous_page":60,"next_page":62}