Hypothesis 2. e) An innovative role will be positively related to innovative
behavior and f) negatively related to compliant behavior.
Hypothesis 2. g). A compliant role will be positively related to compliant behavior
and h) negatively related to innovative behavior.
Moderators of The Relationships Between Organizational Culture, Roles, and Behaviors
Culture strength as a moderator. From a role theory perspective as well
consensus is an important attribute of roles and expectations. As Biddle (1979)
suggested: “… role theorists should avoid the concept of shared expectation… unless the
actual condition of consensus can be established” (p. 195). Consensus denotes the extent
to which people in a situation hold convergent expectations of each other roles and
expected behaviors, thus, facilitating the uninterrupted functioning of social systems
(such as organizational systems). In the presence of consensual beliefs, social stability
and behavior conformity is likely to occur (Biddle, 1979).
Research on work climate has examined climate strength (Klein, Conn, Smith, &
Sorra, 2001; Schneider, Salvaggio, & Subiratis, 2002). For instance, Schneider and
colleagues (2002) found that high climate strength boosted the relationship between
aspects of climate for service and customer satisfaction, while Gonzales-Roma, Peiro, &
Tordera (2002) found that high climate strength intensifies the links between type of
climate and outcome variables such as commitment and satisfaction. Mischel’s (1976)
perspective on the influence of situational strength on attitudes and behavior provides one
theoretical avenue, which has been explored in the climate research (Schneider et al.,