A theoretical perspective of the cultural influences of individualism/collectivism, group membership, and performance variation on allocation behaviors of supervisors

The purpose of this paper is to strengthen the theoretical foundation of the distributive justice literature by isolating and exploring the major independent variables (individualism/collectivism; subordinate group membership; and subordinate performance variations) identified from previous studies. Their individual and cumulative influence on supervisory allocation behaviour is the foundation of this paper.

A conceptual exploration of past studies reveals the variables that impact the allocation choice of supervisors. Utilizing these factors, a theoretically based model that explores the direct and interactive influences of these independent variables on allocation behaviour, as well as the subsequent impact of the allocation behaviour on future supervisors – subordinate social exchanges are developed.

A cogent, theoretical framework is delineated for a well‐established research stream (distributive justice) that severely needs one. Propositions are also derived to direct future empirical inquiry. In sum, the allocation model succeeds in consolidating the plethora of fragmented studies that currently dot the distributive justice literary landscape.

This paper synthesizes past allocation studies while developing a theoretically based model which illustrate the interaction of the major independent variables. Practically, it also shows that managers cannot ignore cultural factors when compensating employees.

This paper provides a theoretical framework for past studies while laying the groundwork for future empirical inquiries on supervisory allocation choices.