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

组织在广泛的领域影响员工的行为。但是，组织能影响员工遵守COVID-19指导方针的严格程度吗？在组织氛围研究的基础上，我们预测，在大流行时期，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指导方针的程度。拟议项目的主要目标是验证这一假设。通过采用社会心理学的视角，我们提出了一个新的有调节的中介模型，该模型提供了对组织氛围如何促进遵守COVID-19指南的透彻理解。我们假设，组织氛围对遵守准则的影响是由对与covid相关的禁令性社会规范的感知介导的。我们还预测，这种中介受气候强度（即，单位内气候感知的一致程度）和组织认同的调节。气候强度可调节组织气候与新冠病毒相关禁令规范感知之间的关系，因此气候强度越高，这种关系就越强（即第一阶段的调节中介）。组织认同的重要性，第二个提出的调节，可以从社会认同和自我分类理论。根据这些理论，只有当群体成员是一个人自我定义的重要组成部分时，感知到的群体规范才会变得相关。因此，我们预测，员工对其组织的认同感越高，对COVID-19相关禁令规范的感知与对COVID-19指南的遵守之间的关系就越强（即第二阶段有调节的中介）。最后，我们预测从工作到私人生活的溢出效应。因此，我们预测组织氛围影响私人生活中对指导方针的遵守，这是通过工作中对指导方针的遵守来调节的。在一项针对304名英国员工的预研究中（Hubert et al., 2021），我们制定了一个7项措施来评估预防传染病（ocd）的组织氛围。在拟议的项目中，我们将大大扩展这项工作。具体来说，我们的目标是进行两个多波研究，允许整个调节的中介模型进行检查。对于数据分析，我们将使用多层结构方程建模。从理论的角度来看，我们的项目解决了组织气候研究中的一个基本空白：我们仍然缺乏关于组织气候对期望行为结果影响的潜在机制的知识。从实际角度来看，我们的项目强调了各组织在当前大流行病中的作用。到目前为止，人们的注意力集中在政府和媒体作为促进遵守COVID-19指南的媒介，而组织努力在COVID-19预防中的作用却被忽视了。

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.