Behavioral Study of Personalized Automated Demand Response in Workplaces
Behavioral Study of Personalized Automated Demand Response in Workplaces
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工作场所个性化自动需求响应的行为研究
DOI：
10.1016/j.enpol.2019.06.029
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发表时间：
2019
期刊：
影响因子：
9
通讯作者：
and Y. Ushifusa
中科院分区：
文献类型：
--
作者：
Ida;T.;N. Motegi;and Y. Ushifusa
本文提出了一个准随机对照试验，在工作场所与个性化照明控制，并调查自动需求响应（DR）对员工的影响。为了实现这一目标，我们设置了四个处理组：选择加入绩效激励、选择加入固定激励、选择退出绩效激励和选择退出固定激励。在实验中，参与率最高的一组是选择退出固定激励。随后，我们估计了两个平均治疗效果（意向治疗和治疗治疗）的DR。结果显示，所有四个治疗组在高峰时段的耗电量显着减少。研究发现，虽然选择退出组的DR参与率较高，但其平均节能效果与选择加入组无显著差异，且选择加入组的平均节能量大于选择退出组。我们还显示了类似的权衡之间的参与率和节能效果的员工参与DR。
This paper presents a quasi-randomized controlled trial in a workplace with personalized lighting control and investigates the impact of automated demand response (DR) on employees. It also clarifies what type of conditions will make employees participate in DR. To meet this objective, we set up four treatment groups: opt-in performance incentive, opt-in fixed incentive, opt-out performance incentive, and opt-out fixed incentive. In the experiment, the group with the highest participation rate is the opt-out fixed incentive. Subsequently, we estimate two average treatment effects (intent-to-treat and treatment-on-treated) for DR. The results reveal a significant reduction in electricity consumption during peak hours for all four treatment groups. We find that although the DR participation rate is high for the opt-out group, its average energy-saving effect is not significantly different than that for the opt-in group, and the average energy-saving amount of opt-in consumers is larger than that of opt-out consumers. We also show a similar trade-off between the participation rate and the power-saving effect for employees participating in DR.