Analysis and Design of a Model for Performance Improvement Mechanisms in Iranian Governmental Organizations | ||
| مدیریت سازمانهای دولتی | ||
| Article 5, Volume 13, Issue 2 - Serial Number 50, April 2025, Pages 91-108 PDF (560.93 K) | ||
| Document Type: Exploratory | ||
| DOI: 10.30473/ipom.2025.73534.5127 | ||
| Authors | ||
| Davoud Haghkhah* 1; Roghayeh Hasanzadeh2 | ||
| 1Assistant Professor, Department of Management, Miyaneh Branch, Islamic Azad University, Miyaneh, Iran. | ||
| 2Assistant Professor, Department of Management, Miyaneh Branch, Islamic Azad University, Miyaneh, Iran | ||
| Abstract | ||
| In today's complex and dynamic organizational world, employee behavior is recognized as one of the key factors for organizational success. This study aimed to analyze the mechanisms for improving performance in Iranian governmental organizations and to examine the impact of organizational nudges on employee behavior. The research employed a qualitative approach using thematic analysis. Data were collected through semi-structured interviews with 50 participants, direct observation, and document analysis. Data analysis was conducted using thematic analysis with the assistance of MAXQDA software. The findings revealed that organizational nudges influence employee behavior through five main mechanisms: environmental, social, psychological,cultural,and technological. Environmental mechanisms reduce employee stress and increase productivity by altering workplace design and simplifying processes. Social mechanisms utilize group norms and social approval to encourage desirable behaviors among employees. Psychological mechanisms improve decision-making by leveraging cognitive biases and framing effects. Cultural mechanisms operate based on organizational values and beliefs, while technological mechanisms use digital tools to deliver nudges. The results indicated that cultural and structural characteristics of organizations significantly influence the effectiveness of nudges. For example, nudges aligned with traditional and cultural values are more likely to be accepted by employees, whereas those in conflict with these values may face resistance. Finally, it is recommended that organizations design nudges that align with their cultural context and utilize modern technologies to enhance effectiveness. Involving employees in the design and implementation of nudges, along with continuous evaluation of their effectiveness, can also contribute to improving organizational performance.This study provides practical recommendations for managers in governmental organizations to effectively guide employee behavior toward organizational goals using well-designed nudges. | ||
| Keywords | ||
| Organizational Nudges; Environmental Mechanisms; Social Mechanisms; Psychological Mechanisms; Cultural Mechanisms; Technological Mechanisms | ||
| References | ||
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