A Multilevel Analysis of the Impact of Unit Tightness vs. Looseness Culture on Attitudes and Behaviors in the Workplace

Daniela Di Santo; Alessandra Talamo; Flavia Bonaiuto; Cristina Cabras; Antonio Pierro

doi:10.3389/fpsyg.2021.652068

A Multilevel Analysis of the Impact of Unit Tightness vs. Looseness Culture on Attitudes and Behaviors in the Workplace

Front Psychol. 2021 Dec 3:12:652068. doi: 10.3389/fpsyg.2021.652068. eCollection 2021.

Authors

Daniela Di Santo¹, Alessandra Talamo¹, Flavia Bonaiuto², Cristina Cabras³, Antonio Pierro¹

Affiliations

¹ Department of Social and Developmental Psychology, Sapienza University of Rome, Rome, Italy.
² Faculty of Economics, Universitas Mercatorum, Rome, Italy.
³ Department of Education, Psychology, Philosophy, University of Cagliari, Cagliari, Italy.

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.

Keywords: culture; looseness; organizational outcomes; tightness; tightness vs. looseness culture; work unit.