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首页> 外文会议>9th World conference on transport research (9th WCTR) >IMPACTS OF EMPLOYERS-BASED TRAVELDEMAND MANAGEMENT (TDM) MEASURES INEDINBURGH
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IMPACTS OF EMPLOYERS-BASED TRAVELDEMAND MANAGEMENT (TDM) MEASURES INEDINBURGH

机译：基于员工的爱丁堡旅行需求管理（TDM）措施的影响

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The paper considers employers-based travel demand management measures in a UK city(Edinburgh) as a means to reduce the use of the private car and increase the use of car poolingand public transport. Previous research, mainly in the United States and the Netherlands, hasdealt with the components and effectiveness of employer-based TDM measures and incentives.Also, employees’ views on the issue have been previously investigated in Ferguson, (1992) andRye and McGuigan, (2000). This paper investigates the employees acceptance and theeffectiveness of employer-based TDM measures in achieving their targets, by presenting theresults from a recent project funded by the Scottish Executive Central Research Unit. Thisinvolved conducting a Stated Preference (SP) survey with a sample of staff at Hewlett Packard(HP), now Agilent Technologies, in South Queensferry, north of Edinburgh (UK). The site waschosen in particular because it is undertaking employer-based TDM measures already andexperiences parking and congestion problems. In the first part of the questionnaire, theeffectiveness on employees’ choices of various employer-based TDM measures was investigated.In the second part, employees were asked to express their acceptance and preferences of suchmeasures.The results show that public transport incentives, while appreciated, alone are unlikely to achievesignificant modal shift. Charging measures on the other hand, are more effective. Moreover, theresults show that financial and other incentives such as flexible working hours should be includedif a travel plan is to be acceptable to the workforce and achieve its objectives.
机译：本文将英国城市（爱丁堡）基于雇主的旅行需求管理措施视为减少私人汽车使用，增加汽车共享和公共交通使用的一种手段。以前的研究主要集中在美国和荷兰，对基于雇主的TDM措施和激励措施的组成部分和有效性进行了研究，此外，以前在Ferguson（1992）和Rye and McGuigan（（ 2000）。本文通过介绍由苏格兰执行中央研究组资助的最近项目的结果，调查了员工接受基于雇主的TDM措施及其在实现目标方面的有效性。这涉及对惠普（HP）（现为安捷伦科技公司）在英国爱丁堡（北）南昆斯费里（South Queensferry）的工作人员进行抽样调查。之所以选择该站点，是因为该站点已经在采取基于雇主的TDM措施，并且遇到停车和拥堵问题。在问卷的第一部分中，调查了各种基于雇主的TDM措施对员工选择的有效性;在第二部分中，要求员工表达了对此类措施的接受和偏爱。单独，不可能实现显着的模态转换。另一方面，充电措施更为有效。此外，结果表明，如果旅行计划要被员工接受并实现其目标，则应包括财务和其他激励措施，例如弹性工作时间。

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