ABSTRACT
Variants of COVID-19 have sparked controversy regarding mask and/or vaccine mandates in some sectors of the country. Many people hold polarized opinions about such mandates, and it is uncertain what predicts attitudes towards these protective behavior mandates. Through a snow-ball sampling procedure of respondents on social media platforms, this study examined skepticism of 774 respondents toward these mandates as a function of the Protection Motivation Theory (PMT) of health. Hierarchical linear regressions examined Protection Motivation (PM) as a predictor of mask and vaccine mandate skepticism independently and with political party affiliation as a control. PM alone accounted for 76% of the variance in mask mandate skepticism, p < 0.001 and 65% in vaccine mandate skepticism, p < 0.001. When political affiliation was entered (accounting for 28% of the variance in mask mandate skepticism, p < 0.001, and 26% in vaccine mandate skepticism, p < 0.001), PM still accounted for significant percentages of variance in both mask (50%) and vaccine (43%) mandate skepticism, ps < 0.001. Across regressions, perceived severity, outcome efficaciousness, and self-efficacy each directly accounted for unique variance in mask and vaccine mandate skepticism, ps < 0.001; only perceived vulnerability failed to account for unique variance in the regressions, ps > 0.05. Specifically, the more severe participants perceived COVID-19 to be and the greater the perceived efficacy of masks and vaccines preventing the spread of COVID-19, the lower participants' skepticism toward mask and vaccine mandates. Similarly, the higher participants' self-efficacy in wearing masks or receiving the vaccine, the lower their skepticism toward mask and vaccine mandates.
ABSTRACT
This study examined the influence of inclusion on the relationship between unwanted workplace experiences (UWEs) and negative perceptions of the sexual harassment reporting climate (NPRC) among 77 United States military units. De-identified archival data from the Department of Defense's Defense Organizational Climate Survey (DEOCS) were analyzed. Results show that, while perceptions of inclusion did not moderate the relationship between UWEs and NPRC, it did predict NPRC. Our research reveals that the more inclusive a unit is, the more likely members in that unit will have positive perceptions of the sexual harassment reporting climate. Additionally, unit group cohesion (GC) levels were found to positively predict levels of inclusion among units. Implications regarding the implementation of more team-building exercises to both raise GC and perceptions of inclusion - as a potential way for military units to improve sexual harassment reporting climate - are discussed.