Reward Allocation and Culture

Abstract

A meta-analysis is reported of those cross-cultural reward allocation studies in which the allocator was not a recipient of the allocation. Results from 25 studies in 14 different cultures were included. Previous narrative reviews of the literature have used individualism-collectivism as an explanatory framework. However, it was found that Schwartz's hierarchy and Hofstede's power distance dimensions account best for cross-cultural differences in reward allocation. Individualism-collectivism was not related to effect size. Study designs and participants sampled (students versus employees) were identified as moderator variables. The findings are discussed in terms of theoretical and practical implications for cross-cultural research.