Effect of dimming control on office worker satisfaction and performance
Effect of dimming control on office worker satisfaction and performance
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调光控制对办公室工作人员满意度和绩效的影响
DOI：
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发表时间：
2004
期刊：
影响因子：
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通讯作者：
C. Arsenault
中科院分区：
文献类型：
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作者：
G. Newsham;J. Veitch;C. Arsenault
这个实验是在一个模拟的办公空间实验室里进行的。118名参与者在四种照明设计中的一种下工作了一天。他们无法控制灯光，直到下午后半部分，所有参与者都获得了某种形式的个人调光灯光控制。在工作日期间，参与者执行各种模拟办公室任务，以及完成一些关于情绪，满意度和不适感等主题的问卷调查。与问卷结果相关的结果是一致的，令人信服的。在提供照明控制后，情绪、房间评价、照明满意度、眩光不满度、环境满意度、对性能的满意度、自我评估的生产力和视觉不适度都有显着改善。此外，我们的研究结果表明，这不是控制本身是重要的，但行使控制，以实现首选的条件。在控制照明条件后，对照明条件做出最大改变的参与者往往在情绪，满意度和不适结果方面取得了最大的改善;那些几乎没有改变的参与者在结果方面没有改善。任务绩效结果更加模棱两可。在许多任务中，性能显着提高后，引入控制，但我们把这些改进主要归因于已知的实践效果。我们建议进行长期的实地研究，以测试情绪和满意度的影响是否持续存在，以及是否会出现绩效影响。
This experiment was conducted in a mock-up office-space laboratory. One hundred and eighteen participants worked for a single day under one of four lighting designs. They had no control over the lighting until the latter half of the afternoon, when all participants were offered some form of individual dimming lighting control. During the working day participants performed a variety of simulated office tasks, as well as completing a number of questionnaires on topics such as mood, satisfaction, and discomfort. Results related to questionnaire outcomes were consistent and convincing. After lighting control was offered there were significant improvements in mood, room appraisal, lighting satisfaction, glare dissatisfaction, environmental satisfaction, satisfaction with performance, self-assessed productivity, and visual discomfort. Further, our results suggest that it is not control in itself that is important, but exercising control to achieve preferred conditions. Participants who made the biggest changes to lighting conditions after they were given control tended to register the biggest improvements in mood, satisfaction and discomfort outcomes; those who made little change registered no improvements in outcomes. Task performance results were more equivocal. On many tasks, performance did significantly improve after control was introduced, but we attribute these improvements primarily to known practice effects. We recommend field studies over the longer term to test whether mood and satisfaction effects persist, and whether performance effects emerge.