How to Evaluate Managerial Nudges

Rozeboom, Grant J.

doi:10.1007/s10551-021-05005-w

Cited by 3 publications

(15 citation statements)

References 36 publications

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“…Firstly, I contribute to normative nudge theory by providing a framework that demonstrates how the moral status of digital workplace nudges can be assessed despite their wide variety. I challenge Thaler and Sunstein's (2008) over-optimistic vindication of nudges, and I reveal the limitations of the few existing approaches to (workplace) nudging (Rozeboom, 2023;Schmidt, 2017;Sugden, 2018). I furthermore raise awareness about the risk that a nudge society poses long term; namely, it could drive organised immaturity (Hausman & Welch, 2010).…”

Section: Implications For Theory and Practicementioning

confidence: 90%

“…In this case, a digital workplace nudge would not be something imposed from outside but would be accepted voluntarily as a tool for realising a shared goal (see Forst, 2012: 246). Compared to Rozeboom's (2023) proposal, which demands only accountability, my proposal would render the relationship between employees and managers more equal. This is consistent with Forst's theory, which demands that an individual not be viewed as "a recipient" but instead as "an agent of justice" (Kipper, 2017b: 211;also Forst, 2014: 22).…”

Section: Meta-autonomy and Organised Immaturitymentioning

confidence: 94%

“…Thirdly, the scope requirement raises a new problem: it is unable to treat employees as true equals. For example, Rozeboom (2023) holds that nudging employees towards healthier eating habits does not fall within the reasonable boundaries of what employees may expect when surrendering their authority. Yet, expectations can differ and may change over time.…”

Section: Contract-and Deliberation-based Theories On Digital Workplac...mentioning

confidence: 99%

“…Whereas Sugden's (2018) approach likely allows for too many nudges by relying solely on market mechanisms while ignoring how indoctrination can confuse people about their own interests, the pre-discursive element of my framework provides employees with relevant insights early on. Rozeboom's (2023) approach, by contrast, may be both too strict with nudges that fall outside the scope of employees' usual surrender of autonomy and too lax with nudges that, though they lie within the scope, are nevertheless morally problematic. My proposed framework incorporates the possibility of legitimation procedures to allow for nudges outside the scope or to address insufficient justifications.…”

Section: The Role Of the State And Societymentioning

confidence: 99%

“…Digital Workplace Nudging and Contract-Based Theories Sugden (2018) and Rozeboom (2023) have recently advanced proposals for morally assessing nudging by self-interested organisations. Both proposals can be broadly categorised as contract-based approaches, implying that, at least hypothetically, all affected parties should agree upon the action in question (Herzog, 2013).…”

Section: Contract-and Deliberation-based Theories On Digital Workplac...mentioning

confidence: 99%

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The Moral Permissibility of Digital Nudging in the Workplace: Reconciling Justification and Legitimation

Ruehle

2023

Bus. Ethics Q.

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Organisations increasingly use digital nudges to influence their workforces’ behaviour without coercion or incentives. This can expose employees to arbitrary domination by infringing on their autonomy through manipulation and indoctrination. Nudges might furthermore give rise to the phenomenon of “organised immaturity.” Adopting a balanced approach between overly optimistic and dystopian standpoints, I propose a framework for determining the moral permissibility of digital nudging in the workplace. In this regard, I argue that not only should organisations provide pre-discursive justification of nudges but they should also ensure that employees can challenge their implementation whenever necessary through legitimation procedures. Building on Rainer Forst’s concept of the right to justification, this article offers a way to combine contract- and deliberation-based theories for addressing questions in business ethics. I further introduce the concept of meta-autonomy as a capacity that employees can acquire to counter threats of arbitrary domination and to mitigate organised immaturity.

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Section: Implications For Theory and Practicementioning

confidence: 90%

Section: Meta-autonomy and Organised Immaturitymentioning

confidence: 94%

Section: Contract-and Deliberation-based Theories On Digital Workplac...mentioning

confidence: 99%

Section: The Role Of the State And Societymentioning

confidence: 99%

Section: Contract-and Deliberation-based Theories On Digital Workplac...mentioning

confidence: 99%

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The Moral Permissibility of Digital Nudging in the Workplace: Reconciling Justification and Legitimation

Ruehle

2023

Bus. Ethics Q.

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Encouraging Individual Contributions to Net-Zero Organizations: Effects of Behavioral Policy Interventions and Social Norms

Bastini,

Kerschreiter,

Lachmann

et al. 2023

J Bus Ethics

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To contribute to a better understanding of the determinants of climate-friendly organizational behavior, we study the potential of behavioral policy interventions and social norms to foster individual contributions to organizational decarbonization initiatives. We investigate the effects of different types of behavioral policy interventions (default nudges vs. short-term boosts) in isolation and when they are combined with normative appeals to adopt climate-friendly behaviors in an organizational context. In a 2 × 2 between-subjects experiment, we find that default nudges generally induced higher individual contributions to organizational carbon compensation programs than short-term boosts. Moreover, injunctive social norm information decreased the effectiveness of both types of behavioral interventions but affected the effectiveness of short-term boosts to a stronger extent than the effectiveness of default nudges. Contributing to the nascent literature on motivating climate change mitigating behaviors in organizational contexts, we additionally explore whether factors such as personality traits, pro-social and pro-environmental beliefs, attitudes, and behaviors, and the degree of organizational identification exert an influence on the effectiveness of the interventions and provide qualitative insights into participants’ reasoning for their decisions.

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The Virtues of Relational Equality at Work

Rozeboom

2022

Humanist Manag J

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How to Evaluate Managerial Nudges

Cited by 3 publications

References 36 publications

The Moral Permissibility of Digital Nudging in the Workplace: Reconciling Justification and Legitimation

The Moral Permissibility of Digital Nudging in the Workplace: Reconciling Justification and Legitimation

Encouraging Individual Contributions to Net-Zero Organizations: Effects of Behavioral Policy Interventions and Social Norms

The Virtues of Relational Equality at Work

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