Organizational climates are instrumental in guiding patterns of worker behavior across varied domains; yet it is noteworthy that climates do not exist in vacuums. Rather, climates are embedded within broader contexts with which they are not always congruent or harmonious. Incongruence between a climate and its context can occur when a climate emerges from strategic values that are divergent from meaningful features of the group or organization's environment. We propose, based on congruence theory, that when climates are incongruent with their context, they are less able to affect group performance. We tested a general hypothesis of climate-context congruence (CCC) by considering both the nature of the work performed by group members (CCC-work) and the predominant societal culture values (CCC-culture) as contextual boundary conditions for climate-performance associations. Using the competing values framework to conceptually distinguish climates based on their underlying values, we examined the extent to which CCC-work and CCC-culture explain variance in climate-performance relationships using meta-analytic regression. Our meta-analyses support the congruence hypothesis in several instances for both CCC-work and CCC-culture but also support a divergent compensatory perspective in others, where climate-context incongruence appears to provide offsetting performance benefits in some cases. We elaborate on the implications of these findings. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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气候环境一致性：检查环境作为气候性能关系的边界条件。

组织氛围有助于指导不同领域的员工行为模式；但值得注意的是，真空中并不存在气候。相反，气候嵌入在更广泛的环境中，它们并不总是一致或和谐。当气候产生于与群体或组织环境的有意义特征不同的战略价值观时，可能会出现气候与其背景之间的不一致。我们基于一致性理论提出，当气候与其环境不一致时，它们对群体绩效的影响较小。我们通过将小组成员的工作性质 (CCC-work) 和主要社会文化价值观 (CCC-culture) 作为气候绩效关联的背景边界条件，测试了气候情境一致性 (CCC) 的一般假设. 使用竞争价值框架根据气候的潜在价值在概念上区分气候，我们使用元分析回归研究了 CCC 工作和 CCC 文化解释气候-绩效关系差异的程度。我们的元分析在几个例子中支持 CCC 工作和 CCC 文化的一致性假设，但也支持在其他情况下的不同补偿观点，其中气候背景不一致似乎在某些情况下提供了抵消的绩效收益。我们详细说明了这些发现的含义。