The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes A cross national study in United States, China, and Japan

Main Article Content

WooYoung Kim
HyeJin Moon
JaeYoon Chang

Abstract

Understanding cross-cultural differences in reward allocation which influences both job attitudes and motivation of employees is crucial for effective international management. In the current research, we examined whether there exists a difference in preference for equity norm across three countries and further explored the relationship between pay-for-performance perception and job attitudes of employees such as pay satisfaction and turnover intention. Host country nationals working at a Korean global company’s oversea subsidiaries located in one of the United States, China, and Japan completed survey, and the results are as following: First, American preferred equity norm the most, followed by Chinese and Japanese employees while there was no significant difference between American and Chinese but Japanese. Second, in case of employees working in either the U.S. or China, there existed a negative relationship between pay-for-performance perception and turnover intention, and a positive relationship between pay-for-performance perception and pay satisfaction. On the other hand, in case of Japanese employees, there was no relationship between pay-for-performance perception and turnover intention, and a negative relationship between pay-for-performance perception and pay satisfaction. Discussion, implications and limitations of the current research are followed.

Metrics

Metrics Loading ...

Article Details

How to Cite
Kim, W., Moon, H., & Chang, J. (2017). The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes: A cross national study in United States, China, and Japan. Korean Journal of Industrial and Organizational Psychology, 30(1), 101–121. https://doi.org/10.24230/kjiop.v30i1.101-121
Section
Empirical Articles

References

이은정, 박동건 (2003). 성격검사의 응답왜곡방지: 직무바람직성의 개념화 및 선발결정의 영향. 한국심리학회지: 산업 및 조직, 16, 121-151.

Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, London, Sage.

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. DOI: https://doi.org/10.1111/j.1744-6570.1991.tb00688.x

Barrick, M. R., & Mount, M. K. (1996). Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology, 81, 261-272. DOI: https://doi.org/10.1037/0021-9010.81.3.261

Berry, C. M., Page, R. C., & Sackett, P. R. (2007). Effects of self-deceptive enhancement on personality-job performance relationships. International Journal of Selection and Assessment. 15, 94-109. DOI: https://doi.org/10.1111/j.1468-2389.2007.00374.x

Bing, M. N., Stewart, S. M., Davison, H. K., Green, P. D., McIntyre, M. D., & James, L. R. (2007). An integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior. Journal of Applied Psychology, 92, 722-744. DOI: https://doi.org/10.1037/0021-9010.92.3.722

Christiansen, N. D., Goffin, R. D., Johnston, N. G., & Rothstein, M. G. (1994). Correcting the 16PF for faking: Effects on criterion-related validity and individual hiring decisions. Personnel Psychology, 47(4), 847-860. DOI: https://doi.org/10.1111/j.1744-6570.1994.tb01581.x

Conger, A. J. (1974). A revised definition for suppressor variables: A guide to their identification and interpretation. Educational and Psychological Measurement, 34, 35-46. DOI: https://doi.org/10.1177/001316447403400105

Crowne, D. P., & Marlowe, D. (1964). The approval motive: Studies in evaluative dependence. New York: Wiley.

Damarin, F., & Messick, S. (1965). Response styles as personality variables: A theoretical integration. Princeton, NJ: Educational Testing Service.

Edwards, A. L. (1957). The social desirability variable in personality assessment and research. New York: Dryden.

Ellingson, J. E., Sackett, P. R., & Hough, L. M. (1999). Social desirability corrections in personality measurement: Issues of applicant comparison and construct validity. Journal of Applied Psychology, 84, 155-166. DOI: https://doi.org/10.1037/0021-9010.84.2.155

Eysenck, S. B., & Eysenck, H. J. (1977). The place of impulsiveness in a dimensional system of personality description. British Journal of Social and Clinical Psychology, 16(1), 57-68. DOI: https://doi.org/10.1111/j.2044-8260.1977.tb01003.x

Firth, B. M., Chen, G., Kirkman, B. L., & Kim, K. (2014). Newcomers abroad: Expatriate adaptation during early phases of international assignments. Academy of Management Journal, 57, 280-300. DOI: https://doi.org/10.5465/amj.2011.0574

Ganster, D. C., Hennessey, H. W., & Luthans, F. (1983). Social desirability response effects: Three alternative models. Academy of Management Journal, 26, 321-331.

Griffith, R. L., & Peterson, M. H. (2008). The failure of social desirability measures to capture applicant faking behavior. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 308-311. DOI: https://doi.org/10.1111/j.1754-9434.2008.00053.x

Hosie, P., Sevastos, P. P., & Coopers, C. L. (2005). Happy-performing managers: The impact of affective wellbeing and intrinsic job satisfaction in the workplace. MA: Edward Elgar Pub.

Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75, 581-595. DOI: https://doi.org/10.1037/0021-9010.75.5.581

Howell, J. P., Dorfman, P. W., & Kerr, S. (1986). Moderator variables in leadership research. Academy of Management Review, 11, 88-102. DOI: https://doi.org/10.5465/amr.1986.4282632

Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879. DOI: https://doi.org/10.1037/0021-9010.85.6.869

Izard, C. E. (1993). The Differential Emotions Scale: DES IV. Newark: University of Delaware Press.

Lee, S., & Klein, H. J. (2002). Relationships between conscientiousness, self-efficacy, self- deception, and learning over time. Journal of Applied Psychology, 87, 1175-1182. DOI: https://doi.org/10.1037/0021-9010.87.6.1175

Li, A., & Bagger, J. (2006). Using the BIDR to distinguish the effects of impression management and self-deception on the criterion validity of personality measures: A meta-analysis. International Journal of Selection and Assessment. 14, 131-141. DOI: https://doi.org/10.1111/j.1468-2389.2006.00339.x

Li, A., & Bagger, J. (2007). The Balanced Inventory of Desirable Responding (BIDR): A reliability generalization study. Educational & Psychological Measurement. 67, 525-544. DOI: https://doi.org/10.1177/0013164406292087

Marshall, M. B., De Fruyt, F., Rolland, J. P., & Bagby, R. M. (2005). Socially desirable responding and the factorial stability of the NEO PI-R. Psychological Assessment, 17, 379- 384. DOI: https://doi.org/10.1037/1040-3590.17.3.379

McCrae, R. R., & Costa, P. T. (1983). Social desirability scales: More substance than style. Journal of Consulting and Clinical Psychology, 51, 882-888. DOI: https://doi.org/10.1037/0022-006X.51.6.882

McFarland, L. A., & Ryan, A. M. (2000). Variance in faking across non-cognitive measures. Journal of Applied Psychology, 85, 812-821. DOI: https://doi.org/10.1037/0021-9010.85.5.812

McFarland, L. A., Ryan, A. M., & Ellis, A. (2002). Item placement on a personality measure: Effects on faking behavior and test measurement properties. Journal of Personality Assessment, 78(2), 348-369. DOI: https://doi.org/10.1207/S15327752JPA7802_09

Nichols, D. S., & Greene, R. L. (1997). Dimensions of deception in personality assessment: The example of the MMPI-2. Journal of Personality Assessment, 68, 251-266. DOI: https://doi.org/10.1207/s15327752jpa6802_3

Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on personality and integrity assessment for personnel selection. Human Performance, 11, 245-269. DOI: https://doi.org/10.1207/s15327043hup1102&3_7

Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality testing for personnel selection: The red herring. Journal of Applied Psychology, 81(6), 660-679. DOI: https://doi.org/10.1037/0021-9010.81.6.660

Paulhus, D. L. (1984). Two-component models of socially desirable responding. Journal of Personality & Social Psychology, 46(3), 598-609. DOI: https://doi.org/10.1037/0022-3514.46.3.598

Paulhus, D. L. (1991). Measurement and control of response bias. In J. P. Robinson & P. R. Shaver & L. S. Wrightsman (Eds.), Measures of personality and social psychological attitudes, (pp. 17-59). San Diego, CA: Academic Press.

Paulhus, D. L. (1998a). Manual for the Balanced Inventory of Desirable Responding(BIDR-7). Toronto: Multi-Health Systems.

Paulhus, D. L. (1998b). Interpersonal and intrapsychic adaptiveness of trait self-enhancement: A mixed blessing? Journal of Personality and Social Psychology, 74, 1197-1208. DOI: https://doi.org/10.1037/0022-3514.74.5.1197

Paulhus, D. L., & John, O. P. (1998). Egoistic and moralistic biases in self-perception: The interplay of self-deceptive styles with basic traits and motives. Journal of Personality, 66, 1025-1060. DOI: https://doi.org/10.1111/1467-6494.00041

Paulhus, D. L., & Reid, D. B. (1991). Enhancement and denial in socially desirable responding. Journal of Personality and Social Psychology, 60, 307-317. DOI: https://doi.org/10.1037/0022-3514.60.2.307

Pauls, C. A., & Crost, N. W. (2004). Effects of faking on self-deception and impression management scales. Personality and Individual Differences, 37, 1137-1151. DOI: https://doi.org/10.1016/j.paid.2003.11.018

Podsakoff, P. M., Ahearne, M., & MacKenzie, S. B. (1997). Organizational citizenship behavior and the quantity and quality of work group performance. Journal of applied psychology, 82(2), 262. DOI: https://doi.org/10.1037/0021-9010.82.2.262

Rosse, J. G., Stecher, M. D., Miller, J. L., & Levin, R. A. (1998). The impact of response distortion on preemployment personality testing and hiring decisions. Journal of Applied Psychology, 83(4), 634-644. DOI: https://doi.org/10.1037/0021-9010.83.4.634

Sackeim, H. A., & Gur, R. C. (1978). Self-deception, other-deception, and self-reported psychopathology. Journal of Consulting and Clinical Psychology, 47, 213-215.

Shaffer, M. A. Harrison, D. A. Gregersen, H. Black, J. S. & Ferzandi, L. A. (2006). You can take it with you: Individual differences and expatriate effectiveness. Journal of Applied Psychology, 91(1), 109-125. DOI: https://doi.org/10.1037/0021-9010.91.1.109

Shrout, P. E., & Fleiss, J. L. (1979). Intraclass correlations: Uses in assessing rater reliability. Psychological Bulletin, 86, 420-428. DOI: https://doi.org/10.1037/0033-2909.86.2.420

Most read articles by the same author(s)

1 2 > >>