Cultural values in relation to equity sensitivity within and across cultures

Wheeler, Kenneth G.

doi:10.1108/02683940210444067

Cited by 50 publications

(67 citation statements)

References 18 publications

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“…The collectivist nature of the society in general is also shown by the preference of social and psychological benefits, emphasising the importance of interpersonal harmony and group solidarity. These support the findings of Kotabe, Dubinsky and Lim (1992), Chen (1995) and Wheeler (2001).…”

Section: Conclusion Discussion and Synthesissupporting

confidence: 93%

A comparative study of performance appraisals, incentives and rewards practices in domestic and multinational enterprises in the country of Brunei Darussalam

Singh

Mohamed

Darwish

2013

The International Journal of Human Resource Management

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Very little work in the past has focused on the comparative analysis of human resource management (HRM) practices between domestic and multinational enterprises (MNEs). The majority of the work in this area has instead concentrated on comparing the HRM practices utilised by the subsidiaries of MNEs, and has mostly been conducted in the context of developed countries. In this paper, we examine how the HR practices of appraisals, rewards and incentives are offered, explained and monitored in domestic enterprises (DEs) versus MNEs, and how they are similar or different in nature. This paper is based on primary data collected from a cross-section of firms operating in the country of Brunei Darussalam -a context within which no previous work of this nature has been undertaken. An analysis reveals several interesting results: HR practices are more advanced and better structured in MNEs that conduct performance appraisals (PA) more frequently than DEs, and their feedback system is also rapid; incentives and rewards systems in MNEs follow market ethos and principles; the HR directors and employees of MNEs are more receptive to PA than those in DEs whilst, in contrast to DEs, incentives and rewards systems in MNEs follow market ethos and principles. Furthermore, with regard to size, younger firms are more likely to be following market principles in terms of explaining incentives and rewards systems to their employees, whilst older firms claim that working for them carries social and psychological benefits for employees.

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Section: Conclusion Discussion and Synthesissupporting

confidence: 93%

A comparative study of performance appraisals, incentives and rewards practices in domestic and multinational enterprises in the country of Brunei Darussalam

Singh

Mohamed

Darwish

2013

The International Journal of Human Resource Management

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“…Workers in a collectivist culture generally take necessary, sometimes blatant, actions to minimise perceived inequity within the group. The results of the present study and Allen et al (2005) counter the results of Wheeler's study in 2002. Wheeler (2002 found that collectivists tend to exhibit benevolent behaviours and individualists tend to show entitled behaviours.…”

Section: Discussionsupporting

confidence: 44%

Equity Sensitivity and Gender Differences

Kim

Yang

Lee

2013

Indian Journal of Gender Studies

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The study was intended to examine whether gender differences exist with regard to equity sensitivity between Korean female and male workers. Employing equity sensitivity theory to represent gender and individual differences in a collectivistic country such as Korea may allow internationally located organisations and their managers to understand and accommodate different behaviours of individuals in a different culture. Understanding individual and gender differences in a particular culture can enable organisations and managers to design equitable reward systems. A total of 400 survey packets were mailed to two regional universities in Korea. A total of 380 survey packages were returned, and 374 surveys were useable for data analysis. The results of the study illustrated that gender differences in equity sensitivity exist in Korea. Korean workers felt more entitled than did workers from other countries in earlier studies. The significant finding was that Korean female students felt more entitled than did Korean male participants and their behaviours as 'entitleds' was consistent with the dimensions of equity sensitivity theory.

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“…One way to get more insight in the mixed effects of cultural diversity on work-outcomes is to study "deep-level" forms of cultural diversity in addition to examining "surface-level" forms of cultural diversity (Harrison et al, 1998;Wheeler, 2002). Surface level forms of cultural diversity encompass variations in ethnicity or nationality (Jackson et al, 1995(Jackson et al, , 2003Williams and O'Reilly, 1998), whereas deep-level forms of cultural diversity encompass (differences in) cultural attitudes, norms, and values (Jackson et al, 2003).…”

Section: Introductionmentioning

confidence: 99%

The multicultural workplace: interactive acculturation and intergroup relations

Oerlemans

Peeters

2010

Journal of Managerial Psychology

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Purpose -The paper's aim is to introduce the interactive acculturation model (IAM) of Bourhis et al. to predict how disconcordance in acculturation orientations between host community and immigrant workers relates to the quality of intergroup work-relations. Design/methodology/approach -The sample consisted of 141 host community (Dutch) and 41 non-western immigrant workers of a postal service company who filled out a questionnaire. Methods of analyses include analysis of variance and multiple regression. Findings -In line with the IAM, results showed that a higher disconcordance in preferred acculturation orientations between host community and immigrant workers related to a poorer quality of intergroup work-relations. However, intergroup contact moderated this relationship differently for host community and immigrant workers. Research limitations/implications -Data are cross-sectional and collected in one organization. Future studies should replicate the findings to other organizational contexts, cultural groups, and collect longitudinal data to determine causal effects. Practical implications -Organizations should monitor disconcordance in acculturation orientations amongst host community and immigrant workers. A multicultural culture in organizations may reduce disconcordance in acculturation orientations between host community and immigrant workers. Originality/value -The paper helps to explain the mixed findings in cultural diversity research so far, by demonstrating that disconcordance in acculturation orientations relates negatively to intergroup work-relations in a multicultural workplace.

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Cultural values in relation to equity sensitivity within and across cultures

Cited by 50 publications

References 18 publications

A comparative study of performance appraisals, incentives and rewards practices in domestic and multinational enterprises in the country of Brunei Darussalam

A comparative study of performance appraisals, incentives and rewards practices in domestic and multinational enterprises in the country of Brunei Darussalam

Equity Sensitivity and Gender Differences

The multicultural workplace: interactive acculturation and intergroup relations

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