霍桑工廠是個製造電話交換機的天堂工廠，但工人們仍憤憤不平，生產成績很不理想。為找出原因，美國國家研究委員會組織研究小組開展了實驗研究。修正理論 霍桑實驗3巨頭 梅.羅. 狄克森 行政學

Part I - Illumination Experiments (1924-27)照明實驗

These experiments were performed to find out the effect of different levels of illumination (lighting) on productivity of labor. The brightness of the light was increased and decreased to find out the effect on the productivity of the test group. Surprisingly, the productivity increased even when the level of illumination was decreased. It was...

The Hawthorne effect

霍桑工廠是個製造電話交換機的天堂工廠，但工人們仍憤憤不平，生產成績很不理想。為找出原因，美國國家研究委員會組織研究小組開展了實驗研究。修正理論 霍桑實驗3巨頭 梅.羅. 狄克森 行政學

Part I - Illumination Experiments (1924-27)照明實驗

These experiments were performed to find out the effect of different levels of illumination (lighting) on productivity of labor. The brightness of the light was increased and decreased to find out the effect on the productivity of the test group. Surprisingly, the productivity increased even when the level of illumination was decreased. It was concluded that factors other than light were also important.

生產力不取決於 亮/暗 組  還有其他以外的生產因素 非物質

直至照明減至如月光一般、實在看不清時，產量才急劇降下來。

Part II - Relay Assembly Test Room Study (1927-1929)繼電器裝配

Under these test two small groups of six female telephone relay assemblers were selected. Each group was kept in separate rooms. From time to time, changes were made in working hours, rest periods, lunch breaks, etc. They were allowed to choose their own rest periods and to give suggestions. Output increased in both the control rooms. It was concluded that social relationship among workers, participation in decision-making, etc. had a greater effect on productivity than working conditions.

6名參加實驗的女工曾被召進部長辦公室談話參與決定，很自豪 賣力幹

Relay 也是接力賽的意思 社群性 和 參與決定 對生產力有莫大正的影響 

Part III - Mass Interviewing Program (1928-1930)眾談計畫

21,000 employees were interviewed over a period of three years to find out reasons for increased productivity. It was concluded that productivity can be increasedif workers are allowed to talk freely about matters that are important to them.

大家來面談 如果允許交談生產力會旺 另翻成舒壓(情緒發洩)和參與的重要

Part IV - Bank Wiring Observation Room Experiment (1932)電匯觀察室

A group of 14 male workers in the bank wiring room were placed under observation for six months. A worker's pay depended on the performance of the group as a whole. The researchers thought that the efficient workers would put pressure on the less efficient workers to complete the work. However, it was found that the group established its own standards of output, and social pressure was used to achieve the standards of output.

14名男工人在單獨的房間裡從事繞線、焊接和檢驗工作 

非正式組織   工人計件工資制度 棒打出頭鳥 避免集體被砍頭

電匯室裡的人並不會排儕產值低下的同事  相反地 小圈圈立自己的輸出標準  同儕壓力會促使達標