“证实”与“证伪”方法在霍桑实验中的运用探析  

On the Application of Verification and Falsification Methods in Hawthorne Experiment

作　　者：李翔宇[1] 游腾芳[1] 

机构地区：[1]广西师范大学政治与行政管理学院,广西桂林541004

出　　处：《广西师范大学学报（哲学社会科学版）》2012年第6期173-182,共10页Journal of Guangxi Normal University(Philosophy and Social Sciences Edition)

基　　金：国家社会科学基金一般项目"西方管理学方法论百年发展史及其启示研究"(11BGL005);教育部人文社会科学规划基金项目"多元学科方法论影响下的西方管理学方法论流变研究"(10YJA630086);广西师范大学博士后基金项目"马克思主义管理学思想研究--兼对西方管理学方法论的批判"

摘　　要：首先将证伪法引入管理学中的是由梅奥主持的狭义上的霍桑实验,但在以霍桑实验为形成标志的人际关系理论中体现的是"证实"与"证伪"方法的综合运用,而不仅仅是"证伪"方法的单独使用;该观点实际上隐含着"证实"和"证伪"是相互对立的。实际上,尽管"证实"和"证伪"方法在思想层面上相互对立,但在操作层面上却趋向一致。在这项经典的管理学实证研究中,梅奥及其合作者巧妙地把"证实"和"证伪"方法结合起来,证伪了科学管理影响劳动生产率的物质条件决定论,证实了影响工人劳动生产率提高的社会心理因素决定论,开创了管理发展史上的社会人时代。It was the Hawthorne experiment,in the narrow sense,chaired by Mayo that introduced the falsification into management.But the interpersonal relations theory marked by the Hawthorne experiment was the result of the integration of ＂verification＂ and ＂falsification＂ rather than ＂falsification＂ alone.This point of view actually implied that the ＂verification＂ and ＂falsification＂ were on opposite sides.In fact,although on ideological level ＂verification＂ and ＂falsification＂ are conflicting,on operational level they are convergent.In this classic empirical study of management,Mayo and his colleagues skillfully combined ＂verification＂ with ＂falsification＂,falsifying the view of the material conditions determinism that scientific management influences labor productivity,verifying the view that labor productivity was determined by social and psychological factors,creating the Social Man Age in the development history of management.

关 键 词：证实 证伪 霍桑实验 对立统一 

分 类 号：C93-03[经济管理—管理学] C93-09