Abstract
In this research, we examine the relationship between three dimensions of performance appraisal fairness (distributive, procedural and interactive fairness), leader-member exchange (LMX) and motivation to improve performance among a sample of US and Mexico employees. We hypothesized that all the fairness dimensions will be positively related to LMX and that LMX will be positively related to motivation to improve performance for employees in both countries. Further, we proposed that national culture will moderate these effects such that, the relationships between fairness dimensions and LMX, as well as between LMX and motivation to improve performance will be stronger for the employees in the US. A survey of employees in the US (N=219) and Mexico (N=203) provided support for most of the hypothesized relationships. We discussed implications of this research and the universality of the relationships between fairness, LMX, and motivation to improve performance across the two countries.
Published Version
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