Equity, equality, or need? The effects of organizational culture on the allocation of benefits and burdens

Elizabeth A. Mannix, Margaret A. Neale, Gregory B. Northcraft

Research output: Contribution to journalArticlepeer-review

Abstract

Individuals′ concerns with entitlements and fairness are important in determining outcomes of negotiations. This paper examines the effects of organizational culture and resource valence on the decision rules individuals enact in creating fair resource allocations. It was hypothesized that organizational culture (economically oriented, relationship-oriented, or personal development-oriented) would determine which distribution principle (equity, equality, or need) group members would use to allocate resources. Valence of the resources also was predicted to influence allocation decision and processes. Participants role-played the negotiation of resource allocations across three divisions of a company. Results generally supported the hypothesized links between culture and the resource distribution used by the principles. Significant differences also were found between the allocation of positively valenced and negatively valenced resources.

Original languageEnglish (US)
Pages (from-to)276-286
Number of pages11
JournalOrganizational Behavior and Human Decision Processes
Volume63
Issue number3
DOIs
StatePublished - Sep 1995

ASJC Scopus subject areas

  • Applied Psychology
  • Organizational Behavior and Human Resource Management

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