Hudson Sarah, González-Gómez Helena V, Claasen Cyrlene
Department of Management & Organisation, Rennes School of Business, 22 Rue Robert d'Arbrissel, 35065 Rennes, France.
People and Organisations Department, NEOMA Business School, 1 Rue du Maréchal Juin BP 215, 76825 Mont-Saint-Aignan, France.
J Bus Ethics. 2022;181(3):789-809. doi: 10.1007/s10551-021-04957-3. Epub 2021 Oct 5.
Our paper contributes to emerging management research on the effects of societal inequality. It aims to study the relationship between societal-level inequality and perceived unequal HR practices within organizations based on relationships which we term "relation-based inequality" (RBI). We further examine the moderating effect of country corruption on the RBI-employee commitment link. Thus, whereas previous research has looked at single countries, there is still much to know about societal effects of inequality and corruption on employee perceptions and attitudes at work across countries. By surveying 691employees from five countries and using country-level indicators we take a first step in this direction, and establish that inequality (income, health and education) is linked to higher levels of relation-based HR practices. We also show that the effect of RBI is different for continuance, affective and normative commitment, and contingent on country corruption levels.
我们的论文为新兴的关于社会不平等影响的管理研究做出了贡献。它旨在基于我们称之为“基于关系的不平等”（RBI）的关系，研究社会层面的不平等与组织内感知到的不平等人力资源实践之间的关系。我们进一步考察国家腐败对RBI-员工承诺关系的调节作用。因此，尽管先前的研究关注的是单个国家，但关于不平等和腐败对各国员工工作认知和态度的社会影响，仍有许多有待了解之处。通过对来自五个国家的691名员工进行调查，并使用国家层面的指标，我们朝这个方向迈出了第一步，并确定不平等（收入、健康和教育）与更高水平的基于关系的人力资源实践相关联。我们还表明，RBI对持续承诺、情感承诺和规范承诺的影响是不同的，并且取决于国家腐败水平。
