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18．United Nations Development Programme, Global Dimensions of Human Development, Human Development Report (New York: Oxford University Press, 1992).
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19．Jesse Chandler, Pam Mueller, and Gabriele Paolacci, “Nonnaïveté Among Amazon Mechanical Turk Workers: Consequences and Solutions for Behavioral Researchers,”Behavior Research Methods 46, no. 1 (March 2014): 112–30, https://doi.org/10.3758/s13428-013-0365-7.
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20．Stewart et al., “The Average Laboratory Samples a Population of 7, 300 Amazon Mechanical Turk Workers,”Judgment and Decision Making 10, no. 5 (2015): 13; Karën Fort, Gilles Adda, and K. Bretonnel Cohen, “Amazon Mechanical Turk: Gold Mine or Coal Mine?,”Computational Linguistics 37, no. 2 (2011): 413–20.
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21．Ruth Schwartz Cowan, More Work for Mother: The Ironies of Household Technology from the Open Hearth to the Microwave, 2nd ed. (New York: Basic Books, 1985).
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22．Arlie Hochschild and Anne Machung, The Second Shift: Working Families and the Revolution at Home, rev. ed. (New York: Penguin, 2012); Gregg, Work’s Intimacy.
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23．Winifred R. Poster, “Hidden Sides of the Credit Economy: Emotions, Outsourcing, and Indian Call Centers,”InternationalJournal of Comparative Sociology 54, no. 3 (June 2013): 205–27, https://doi.org/10.1177/0020715213501823.
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24．Anne-Marie Slaughter, Unfinished Business: Women Men Work Family, repr. ed. (New York: Random House Trade Paperbacks, 2016).
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25．领英网（LinkedIn）通过一个中介以请求者“奥斯卡·史密斯”的名义发布了名片转录任务。参阅M. Six Silberman and Lilly Irani，“Operating an Employer Reputation System：Lessons from Turkopticon，2008–2015，”Comparative Labor Law & Policy Journal，February 8，2016，http://papers.ssrn.com/abstract=2729498。MTurk工人在论坛和社区博客上把“奥斯卡·史密斯”列为因薪酬微薄而臭名昭著的人。参阅“What Is Jon Brelig and Oscar Smith？，”Dirtbag Requesters on Amazon Mechanical Turk（blog），August 29，2013，http://scumbagrequester.blogspot.com/2013/08/what-is-jon-brelig-and-oscar-smith.html，工人的评论是这样的：“这些以‘奥斯卡·史密斯’为幌子发布转录名片的任务来自一个叫CardMunch的应用程序，该应用属于领英网。是的，他们给工人支付的报酬每小时不到1美元，背后其实是一家价值数百万美元的公司……近一年来，MTurk上非美国的新账户做的任务从没有通过。由于工作质量不高，他们正在淘汰这些外国账户。是的，为领英网（又名奥斯卡·史密斯和乔恩·布雷尔）工作的主要是印度人和MTurk新人，因为美国人只要有一点点自尊和自重，就不会为这些人渣工作。”
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26．虽然在美国的工人可能有更便宜或更方便的电脑和网络，但这并不意味着他们有财力把赚钱放在次要地位。参阅Chen，Gray，and Suri，“More than Money”。
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27．Ibid.
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28．Ibid.
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29．Ibid.
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30．Duffy, (Not) Getting Paid.
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31．Chen, Gray, and Suri, “More than Money.”
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32．更多做多种零工的美国人的故事，参阅John Bowe，MarisaBowe，and Sabin Streeter，eds.，Gig：Americans Talk About Their Jobs（New York：Broadway Books，2001）。更多关于影子经济和正规就业，参阅LaShawn Harris，Sex Workers，Psychics，and Numbers Runners：Black Women in New York City’s Underground Economy（Urbana：University of Illinois Press，2016）。
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33．Hochschild and Machung, The Second Shift; Gregg, Work’s Intimacy; Kylie Jarrett, Feminism, Labour and Digital Media: The Digital Housewife(New York: Routledge, 2015).
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34．Sareeta Amrute, Encoding Race, Encoding Class: Indian IT Workers in Berlin, reprint (Durham, NC: Duke University Press, 2016).
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35．“印度政府已经颁布《2016年残疾人权利法》（简称‘2016残疾人法’）和《2017年残疾人权利规则》（简称‘残疾人规则’）。“新的‘残疾人规则’承认联合国《残疾人权利公约》。‘残疾人规则’重在保护残疾人不受各种形式的歧视，增加有效参与和融入社会的措施，并确保机会均等和适当的无障碍条件。“在‘2016残疾人法’颁布之前，管理残疾人权利的法律分散于《印度宪法》、《1995年残疾人（机会均等、权利保护、充分参与）法》（简称‘1995残疾人法’）、《1987年精神健康法》、《印度康复理事会》和《1999年国家信托（为自闭症、脑瘫、精神迟钝和多重障碍患者提供福利）法》。虽然这些立法旨在保障残疾人的权利，但没有具体规定机会均等，尤其是与就业相关的机会均等。“‘2016残疾人法’已经取代了‘1995残疾人法’。”参阅http://www.disabilityaffairs.gov.in/。
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36．Shehzad Nadeem, Dead Ringers: How Outsourcing Is Changing the Way Indians Understand Themselves, reprint (Princeton, NJ: Princeton University Press, 2013); Simon Denyer, Rogue Elephant: Harnessing the Power of India’s Unruly Democracy (New York: Bloomsbury Press, 2014).
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37．Broadband Commission for Sustainable Development, State of Broadband 2017: Broadband Catalyzing Sustainable Development (Geneva, Switzerland: Broadband Commission for Sustainable Development, 2017); World Economic Forum, Special Program of the Broadband Commission and the World Economic Forum, Meeting Report(Geneva, Switzerland: World Economic Forum, 2018).
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38．Special Program of the Broadband Commission and the World Economic Forum Meeting Report, World Economic Forum, Davos, Switzerland, 2018.
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39．劳工经济学家会说，请求者利用临时工寻找愿意接受最低价的工人。更多自由派经济学家认为，工人能够利用他们的市场技能和议价能力争取更高的工资，使灵活性变成一件好事。你必须相信：（1）存在一个纯市场设定工资，对抗请求者的相互勾结，就像硅谷限制工程师工资一样；（2）工资反映了人们贡献的真正市场价值（所以大多数清洁工是合同制而非工资制，他们挣得少，因为他们创造的价值比不上工程师的价值，前者为后者打扫办公室）。参阅Weil，The Fissured Workplace； Baker，Rigged。
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第五章 陌生人的善意与协作的力量
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1．社会学家安塞尔姆·施特劳斯（Anselm Strauss）称之为“联结工作”（articulation work），或者说“把所有工作要素始终放在一起的过程”。参阅Anselm Strauss，“The Articulation of Project Work：An Organizational Process，”Sociological Quarterly 29，no. 2（June 1，1988）：163–78。
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