Effects of Organizational Climate on Adherence to COVID-19 Guidelines: A Moderated Mediation Model

组织氛围对遵守 COVID-19 指南的影响：有调节的中介模型

• 批准号: 466308631
• 负责人: Professor Dr. Jan A. Häusser
• 金额: --
• 依托单位: Institut für Psychologie
• 依托单位国家: 德国
• 项目类别: Research Grants
• 财政年份: 2021
• 资助国家: 德国
• 起止时间: 2020-12-31 至 2022-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/466308631?language=en
• 关键词: Effects; Organizational; Climate; Adherence; COVID

Organizations influence their employees’ behavior in a wide range of areas. But can organizations affect how strictly employees adhere to COVID-19 guidelines? Building on organizational climate research, we predict that an organizational climate that values safety and health in times of the pandemic increases employees’ adherence to COVID-19 guidelines both at work and in their private life. The main goal of the proposed project is to test this hypothesis. By adopting a social psychological lens, we propose a new moderated mediation model which provides a thorough understanding of how organizational climate promotes adherence to COVID-19 guidelines. We hypothesize that the effect of organizational climate on adherence to guidelines is mediated by the perception of COVID-related injunctive social norms. We also predict that this mediation is moderated by climate strength (i.e., the degree of within-unit agreement of climate perceptions) and by organizational identification. Climate strength is proposed to moderate the relationship between organizational climate and the perception of COVID-related injunctive norms such that the relationship is stronger at higher levels of climate strength (i.e., a first-stage moderated mediation). The importance of organizational identification, the second proposed moderator, can be derived from social identity and self-categorization theory. According to these theories, the perceived group norms become relevant only when group membership is a vital component of one’s self-definition. Hence, we predict that the relationship between the perception of COVID-related injunctive norms and adherence to COVID-19 guidelines is stronger the more employees identify with their organization (i.e., a second-stage moderated mediation). Finally, we predict a spillover effect from work to private life. Thus, we predict that organizational climate affects adherence to guidelines in private life, which is mediated by adherence to guidelines at work. In a pre-study with N = 304 UK employees (Hubert et al., 2021), we developed a 7-item measure to assess an organizational climate for preventing infectious diseases (OCID). In the proposed project, we will significantly extend this work. Specifically, we aim to conduct two multi-wave studies that allow the entire moderated mediation model to be examined. For data analysis, we will use multilevel structural equation modeling. From a theoretical perspective, our project addresses a fundamental gap in organizational climate research: We still have scant knowledge about the mechanisms underlying the effects of organizational climate on desired behavioral outcomes. From a practical perspective, our project highlights the role of organizations in the current pandemic. So far, attention has focused on government and media as agents for promoting adherence to COVID-19 guidelines, while the role of organizational efforts in COVID-19 prevention has been neglected.

组织在广泛的领域影响员工的行为。但组织能否影响员工遵守 COVID-19 准则的严格程度呢？基于组织氛围研究，我们预测，在疫情期间重视安全和健康的组织氛围会提高员工在工作和私人生活中遵守 COVID-19 准则的程度。拟议项目的主要目标是检验这一假设。通过采用社会心理学视角，我们提出了一种新的有调节的中介模型，该模型可以全面了解组织氛围如何促进遵守 COVID-19 指南。我们假设，组织氛围对遵守指南的影响是通过对新冠病毒相关强制社会规范的认知来调节的。我们还预测，这种中介作用受到气候强度（即单位内气候感知的一致性程度）和组织认同的调节。气候强度旨在调节组织氛围与新冠病毒相关禁令规范认知之间的关系，使得这种关系在较高水平的气候强度下更强（即第一阶段调节调解）。组织认同的重要性，第二个提出的调节器，可以从社会认同和自我分类理论中得出。根据这些理论，只有当群体成员身份成为一个人自我定义的重要组成部分时，感知到的群体规范才变得相关。因此，我们预测，员工对组织的认同度越高，对新冠肺炎相关禁令规范的认知与对新冠肺炎 (COVID-19) 指南的遵守之间的关系就越强（即第二阶段的调解）。最后，我们预测从工作到私人生活的溢出效应。因此，我们预测组织氛围会影响私人生活中对准则的遵守，而私人生活中准则的遵守又是通过对工作中准则的遵守来调节的。在一项针对 N = 304 名英国员工的预研究中（Hubert 等人，2021），我们制定了一项 7 项措施来评估预防传染病的组织氛围 (OCID)。在拟议的项目中，我们将显着扩展这项工作。具体来说，我们的目标是进行两项多波研究，以检查整个有调节的中介模型。对于数据分析，我们将使用多级结构方程建模。从理论角度来看，我们的项目解决了组织氛围研究中的一个根本差距：我们仍然对组织氛围对期望行为结果影响的机制知之甚少。从实践的角度来看，我们的项目强调了组织在当前大流行中的作用。到目前为止，人们的注意力主要集中在政府和媒体作为促进遵守 COVID-19 指南的推动者上，而组织努力在预防 COVID-19 中的作用却被忽视了。