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，组织机构会影响员工遵守新冠肺炎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，在疫情爆发期间，注重安全和健康的组织氛围会增加员工在工作和私人生活中对新冠肺炎指导方针的遵守。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的视角，我们提出了一个新的调节调节模型，该模型提供了一个透彻的理解，即组织氛围如何促进对新冠肺炎指导方针的遵守。我们假设，组织氛围对遵守指南的影响是通过对与COVID相关的强制性社会规范的感知来中介的。我们还预测，这种调解受到气候强度(即单位内部对气候观念的一致程度)和组织认同感的影响。气候强度的提出是为了缓和组织气候和对COVID相关强制规范的看法之间的关系，使这种关系在气候强度较高的水平上更强(即第一阶段缓和调解)。提出的第二个调节变量组织认同的重要性可以从社会认同和自我归类理论中衍生出来。根据这些理论，只有当群体成员身份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，员工对组织的认同感越高(即第二阶段调解)，感知的COVID相关禁令规范与遵守新冠肺炎指南之间的关系就会越紧密。最后，我们预测了从工作到私人生活的溢出效应。因此，我们预测，组织氛围会影响在私人生活中对指导方针的遵守，而这是通过在工作中对指导方针的坚持来调节的。在一项对N=304名英国员工(Hubert等人，2021年)进行的前期研究中，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，我们将大大扩展这项工作。具体地说，我们的目标是进行两项多波研究，以审查整个缓和调解模式。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氛研究中的一个根本空白：我们仍然缺乏对组织气氛对期望行为结果的影响的潜在机制的了解。从实践的角度来看，我们的项目突出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新冠肺炎指导方针的中介上，而忽视了组织努力在预防新冠肺炎方面的作用。

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.