Purpose – Increasing diversity of the global workforce calls for research that guides the implementation of culturally sensitive employment procedures. Performance evaluations are often used to support potentially contentious workplace decisions and little research examines the impact of employee participation on fairness perceptions across cultures. The purpose of this paper is to examine the variation between American and French performance evaluations. Design/methodology/approach – The paper examines American and French employees’ fairness perceptions for their performance evaluations. The focus was on cross‐cultural variation in instrumental and non‐instrumental voice processes by testing Shapiro's model of procedural justice. Findings – Support was found for the hypothesis that voice would operate predominantly via non‐instrumental processes (e.g. interpersonally responsive behaviors from the evaluator) for the French and partial support that voice influences procedural justice through a combination of non‐instrumental and instrumental processes (perceptions of decision influence) for Americans. Research limitations/implications – Findings which indicated that French voice appeared to be tied more directly to status‐affirming non‐instrumental processes were supported by Lind and Tyler's relational model of authority and research surrounding the influence of status differentials in participative decision‐making. Practical implications – Research implications for the design of culturally‐sensitive performance evaluations that take into account fairness perceptions are presented. Originality/value – The paper indicates that voice expectations and processes are not culturally universal and should be considered in the design of employment practices.
Cross Cultural Management: An International Journal – Emerald Publishing
Published: Jul 30, 2008
Keywords: Performance appraisal; Employee behaviour; Employee participation; National cultures; Individual perception; France; United States of America