Abstract
The relationships among employee’s work related variables, cultural variables and OCBs are investigated in Pakistani work setting. The study sought to extend the literature by investigating whether individual differences in employees’ cultural value orientations effect the organisational justice-OCB relationships. Based on Hofstede’s (1980) cultural values framework the dimensions of individualism/collectivism and power distance were hypothesised as moderators of social exchange relationship between employee’s perception of organisational justice and OCB. Results demonstrate that organisational justice (distributive and interactional) is strongly related to citizenship behaviour for employees who endorse individualistic orientations. The moderating influence of power distance orientation was not found for the relationship between justice and citizenship behaviour. Findings of the study are discussed in terms of generalisability of citizenship behaviour and its relation to organisational justice and cultural context.
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