Authors: Jacob W. Breland, Darren C. Treadway, Jun Yang, Brooke A. Shaughnessy, Lee P. Stepina, Miriam Moeller
Addresses: Williamson College of Business Administration, Youngstown State University, One University Plaza, Youngstown, OH 44555, USA. ' 280B Jacobs Management Center, State University of New York at Buffalo, Buffalo, NY 14260-4000, USA. ' 280B Jacobs Management Center, State University of New York at Buffalo, Buffalo, NY 14260-4000, USA. ' 280B Jacobs Management Center, State University of New York at Buffalo, Buffalo, NY 14260-4000, USA. ' 821 Academic Way, Florida State University, Tallahassee, FL 32306-1110, USA. ' UQ Business School, St. Lucia Campus, The University of Queensland, Brisbane, QLD 4072, Australia
Abstract: Hoftstede|s (1980) cultural dimensions have been shown to affect employees| perceptions of workplace phenomena. With the use of data from eight countries, it is the purpose of this paper to examine two cultural dimensions, power distance and individualism, as they impact employees| procedural justice perceptions. Using predictions from equity theory, we suggest that the relationship between participation and procedural justice perceptions is moderated by the aforementioned dimensions. The model also provides a framework for conceptualising cultural contrasts that may best lend themselves to the introduction of participation mechanisms within a global context. The current results support the notion that power distance and individualism interact with participation to negatively and positively, respectively, predict procedural justice perceptions. The results and theoretical and practical implications are discussed.
Keywords: participation; procedural justice; individualism; power distance; collectivism; national culture; cultural dimensions; employee perceptions; equity theory.
International Journal of Human Resources Development and Management, 2011 Vol.11 No.2/3/4, pp.194 - 207
Published online: 29 Jul 2011 *Full-text access for editors Access for subscribers Purchase this article Comment on this article