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Piece work (or piecework) is any type of employment in which a worker is paid a fixed piece rate for each unit produced or action performed regardless of time. ==Context== When paying a worker, there are various methods and combination of tactic that can be used, communicating an organization's structure and conceptualization of their workers and values〔Matt Bloom and John G. Michel The Relationships Among Organizational Context, Pay Dispersion, and Among Managerial Turnover ACAD MANAGE J February 1, 2002 45:1 33-42〕 Some of the most prevalent methods are: paid by the hour (known as ‘time work’); paid an annual salary; salary plus commission; salary pool systems; gainshairing; paid by the piece – the number of things they make, or tasks they complete (known as ‘output work’); paid in other ways (known as ‘unmeasured work’). Some industries where piece rate pay jobs are common are agricultural work, cable installation, call centers, writing, editing, translation, truck driving, data entry, carpet cleaning, craftwork and manufacturing〔Maury Gittleman and Brooks Pierce Pay for Performance and Compensation Inequality: Evidence from the ECEC ILR Review January 2015 68: 28-52, first published on October 28, 2014 〕 Working for a piece rate does not mean that employers are exempt from paying minimum wage or overtime requirements, which vary from nation to nation, and even across states.〔"Piece Rate Pay System law & Legal Definition" http://definitions.uslegal.com/p/piece-rate-pay-system//〕 Employers may find it in their interest to use piece rate pay after examining three theoretical considerations; the cost and viability of monitoring output in a way that accurately measures production so that quality doesn’t decrease is first. Variable skill level is second, where piece rates are more effective in a more homogenous workforce. Thirdly, there may be more invasive managerial relations as the management is attempting to test how fast the workers can produce〔Rubin, D. Kate, and Jeffrey M. Perloff. 1993. "Who Works for Piece Rates and Why." American Journal of Agricultural Economics 75 (4):1036-1043.〕 Employees decide whether to work for piece rate pay if the relative earnings are high, and if other physical and psychic conditions are favorable. Some of these might be job stress, physicality, risks, degree of supervision and ability to work with peers or family members.〔Rubin, D. Kate, and Jeffrey M. Perloff. 1993. "Who Works for Piece Rates and Why." American Journal of Agricultural Economics 75 (4):1036-1043.〕 Employees may also be more or less welcoming to performance pay depending on the leverage and risk. Leverage was defined as ratio of variable pay to base pay, and risk is the probability the employee will see increased benefits with effort. Workers tended to be suspicious of pay packages that were too heavy on variable pay and were concerned it might be a concession to remove cost-of living wage adjustments or to secure wage rollbacks.〔Milkovich, George, and Milkovich, Carolyn. 1992. “Strengthening the Pay-Performance Relationship.” Compensation & Benefits Review 24 (1): 53-62. 〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Piece work」の詳細全文を読む スポンサード リンク
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