Abstract

For security reasons, employees of a Dutch local government department needed to wear an identifying lanyard with their employee badge, but compliance with this policy was low. Two nudges to increase compliance were evaluated in a pre-registered natural field experiment using a pre-post design, and a qualitative survey. Bayesian inference provides insufficient support for the effectiveness of the nudges. While more respondents judged the nudges and the lanyard policy positively than negatively, there was substantial negative judgment and incomprehension for both with some employees finding the nudges paternalistic. We hypothesize that the nudges were ineffective because they failed to change attitudes about the policy, and because they led to reactance among some employees. Implications for nudging within organizations are discussed.

摘要

出于安全原因，荷兰当地政府部门的员工需要佩戴带有员工徽章的身份识别挂绳，但该政策的遵守率很低。在使用事前设计和定性调查的预注册自然田间试验中，评估了提高合规性的两个推动因素。贝叶斯推理为微调的有效性提供了不足的支持。虽然更多的受访者对轻推和挂绳政策的评价是积极的而不是消极的，但对两者都有大量的负面评价和不理解，一些员工认为轻推是家长式的。我们假设这些推动是无效的，因为它们未能改变对政策的态度，并且因为它们导致了一些员工的反应。讨论了在组织内推动的影响。