Organizations often communicate seemingly paradoxical strategic imperatives to their employees that reflect a focus on promotion (take risks) and prevention (be prudent), as outlined by regulatory focus theory. When consistently emphasized and reinforced in an organization, these strategic inclinations can emerge as divergent climates for promotion and prevention that cloud the organization's perceived identity and reduce collective organizational commitment among employees. With a coherent organizational identity acting as both a sensemaking tool and a means of potential self‐enhancement for employees, we use social identity theory to hypothesize that similarly emphasized promotion and prevention climates are negatively related to employees’ collective organizational commitment and indirectly, negatively related to organizational productivity. We test our hypotheses in a sample of 107 manufacturing organizations, using polynomial regression with response surface analysis to examine how similarly emphasized promotion and prevention climates relate to collective commitment and organizational productivity. Our analyses reveal that as organization‐level promotion and prevention climate scores became more similar, collective organizational commitment decreases. Furthermore, we find that similarly emphasized promotion and prevention climates are negatively related to organizational productivity via collective commitment. We reconcile these findings with the organizational paradox and ambidexterity literatures and implicate promising avenues for future research.

中文翻译：

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气候冲突：检验气候的矛盾效应对促进和预防

组织经常向员工传达看似矛盾的战略要务，这些要务反映出对晋升（承担风险）和监管重点理论概述的预防（谨慎）。当在组织中一贯强调和加强这些战略倾向时，它们可能会因促进和预防的分歧气氛而浮出水面，使组织的感知身份模糊不清，并减少了员工对组织的集体承诺。通过将一致的组织身份同时用作员工的意识工具和潜在自我增强的手段，我们使用社会身份理论来假设，同样强调的晋升和预防环境与员工的集体组织承诺负相关，而与员工的集体组织承诺负相关组织生产力。我们在107个制造组织的样本中检验了我们的假设，使用多项式回归和响应面分析来检验强调的促进和预防气氛与集体承诺和组织生产率之间的相似程度。我们的分析表明，随着组织级别的促进和预防气候评分变得越来越相似，集体组织的承诺也随之降低。此外，我们发现，通过集体承诺，同样强调强调的促进和预防气氛与组织生产力负相关。我们将这些发现与组织悖论和歧义性文献相吻合，并为将来的研究提供了有希望的途径。我们的分析表明，随着组织级别的促进和预防气候评分变得越来越相似，集体组织的承诺也随之降低。此外，我们发现，通过集体承诺，同样强调的促进和预防气氛与组织生产力负相关。我们将这些发现与组织悖论和歧义性文献相吻合，并为将来的研究提供了有希望的途径。我们的分析表明，随着组织级别的促进和预防气候评分变得越来越相似，集体组织的承诺也随之降低。此外，我们发现，通过集体承诺，同样强调强调的促进和预防气氛与组织生产力负相关。我们将这些发现与组织悖论和歧义性文献相吻合，并为将来的研究提供了有希望的途径。