Impact of cultural values and equity sensitivity on employees' perceptions of workplace equity, job satisfaction, commitment and organizational citizenship behaviour

The purpose of this research is to examine the impact of employees' cultural values and their perceptions of equity sensitivity on their job satisfaction, organizational commitment and organizational citizenship behaviour (OCB). -- Originality: This study examines how individual cultural values and employee perceptions of fairness influence their workplace attitudes and behaviours. Specifically, the research tests the extent to which equity sensitivity acts as a mediator between the independent variables of cultural values, equity, and demographics (age and experience) and the dependent variables of OCB, job satisfaction, and organizational commitment. -- Key literature / theoretical perspective: Previous studies (El-Din Khalifa & Truong 2010; Folger & Konovsky 1989; Ivancevich et al. 2005; Thomas 2008; Tremblay et al. 2004) show that higher levels of perceived equity in the workplace result in positive employee attitudes and behaviours. What is not known is the extent to which employees' cultural values influence their levels of equity sensitivity and how this affects their workplace attitudes and behaviours either positively or negatively (Allen et al. 2005; Deconinck & Bachmann 2007; Lambert et al. 2007; McIntyre et al. 2002; Paik et al. 2007; Rifai 2005). It is this omission in the literature that this thesis hopes to fill. -- Design/methodology/approach: This research used an online survey with a total of 296 panel respondents recruited through a market research company providing complete information. Using partial least squares (PLS) analysis this research tests the extent to which equity sensitivity acts as a mediator between the independent variables of cultural values, workplace equity, and demographics (age and experience) and the dependent variables of job satisfaction, organizational commitment and OCB. -- Findings: This current study develops an understanding of the mediating effect of equity sensitivity regarding employees' cultural values, their equity perceptions, demographic variables of age and experience with work attitudes and behaviours in the organizational context. Three of the four cultural dimensions are significantly mediated by equity sensitivity (i.e., collectivistic, mastery and subjugation cultural values). Conversely, individualistic cultural values are not significantly mediated by equity sensitivity. Additionally, equity sensitivity as a partial mediator of the links: workplace equity and equity sensitivity; equity sensitivity among OCB, JS and OC in the workplace. There is also evidence of a significant, positive relationship between the demographic variable that combines age and experience with equity sensitivity, indicating that older and more experienced employees who are generous and unselfish tend to be satisfied, committed and willing to go above and beyond their formal work duties.