This study examines the impact of work unit-level perceived Tightness vs. Looseness (T-L) culture on individual-level perceived stress, intention to leave, organizational deviance, job satisfaction, effort investment, and organizational commitment. Using quantitative cross-sectional data (N=417) collected from preexisting work units (N=57) in different organizations in Italy, multilevel analysis results revealed that a perceived cultural tightness at the unit level was significantly and positively related to individual-level job satisfaction, effort investment, and organizational commitment and significantly and negatively related to individual-level stress, intention to leave, and organizational deviance. The findings suggest that organizations should promote a culture of tightness to positively influence employee attitudes and behaviors. Limitations and recommendations for future research are discussed.
A multilevel analysis of the impact of unit tightness vs. looseness culture on attitudes and behaviors in the workplace / Di Santo, D.; Talamo, A.; Bonaiuto, F.; Cabras, C.; Pierro, A.. - In: FRONTIERS IN PSYCHOLOGY. - ISSN 1664-1078. - 12:(2021). [10.3389/fpsyg.2021.652068]
A multilevel analysis of the impact of unit tightness vs. looseness culture on attitudes and behaviors in the workplace
Di Santo D.
;Talamo A.;Pierro A.
2021
Abstract
This study examines the impact of work unit-level perceived Tightness vs. Looseness (T-L) culture on individual-level perceived stress, intention to leave, organizational deviance, job satisfaction, effort investment, and organizational commitment. Using quantitative cross-sectional data (N=417) collected from preexisting work units (N=57) in different organizations in Italy, multilevel analysis results revealed that a perceived cultural tightness at the unit level was significantly and positively related to individual-level job satisfaction, effort investment, and organizational commitment and significantly and negatively related to individual-level stress, intention to leave, and organizational deviance. The findings suggest that organizations should promote a culture of tightness to positively influence employee attitudes and behaviors. Limitations and recommendations for future research are discussed.File | Dimensione | Formato | |
---|---|---|---|
Talamo_Behaviors-in-the-workplace_2021.pdf
accesso aperto
Tipologia:
Versione editoriale (versione pubblicata con il layout dell'editore)
Licenza:
Creative commons
Dimensione
311.61 kB
Formato
Adobe PDF
|
311.61 kB | Adobe PDF |
I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.