How and when institutional trust helps deal with group crisis like COVID-19 pandemic for Chinese employees? A social perspective of motivation

Abstract

Social factors cannot be neglected in predicting individual psychological health during a group crisis. Grounded in Vroom’s expectancy theory of motivation, the present research explores how and when institutional trust influences crisis related worries and griefs. Both the survey study ( N = 234) and the experimental study ( N = 111) were conducted to examine our hypothesized moderated mediation model. Multiple waves of surveys were delivered in Study 1 and participants were requested to rate their experiences and responses during the COVID-19 pandemic. In Study 2, participants from both the collectivism manipulation group and the control group were requested to rate their psychological responses in an imagined group crisis. Regression analyses showed that institutional trust reduced worries and griefs by improving personal resilience, which is more significant for individuals with high levels of collectivism. These findings point to the importance of understanding individual psychological health in a social perspective of motivation.

A tale of two paths to vaccine acceptance: self-interest and collective interest effect, mediated by institutional trust, and moderated by gender

“…These values are considered cultural orientations used to interpret COVID-19 prevention behaviors. Specifically, self and collective interests are used in research in the context of psychological aspects (Tu et al, 2021;Tong et al, 2022), public health (Bianchi et al, 2023), and public health communications (Jones et al, 2022), showing that individuals who show a tendency to collective interest are more likely to be vaccinated or take other preventive behaviors. This perspective asserts that there is a direct effect of self-interest versus collective interest on vaccination intention.…”

The effect of collectivism-oriented human resource management on employee resilience of hospitality employees

“…It is noteworthy that organizations in different geographical or cultural contexts tend to exhibit distinguishing human resource management (HRM) characteristics (Hofstede, 1993;Aycan et al, 2000;Gerhart and Fang, 2005;Farndale, 2010;Katou et al, 2010;Rode et al, 2022). Hence, researchers call for more research on the influence of culture related leadership and human resource practices on employee resilience (Wright et al, 2008;Donaldson et al, 2020;Ashraf et al, 2022;Tong et al, 2022;Zhang et al, 2024). One of the typical cultural factors commonly studied in China is collectivistic culture.…”