The rapid expansion of globalization continuously and greatly affects the world economy and business environment. One of the significant effects of globalization is that many domestic organizations now operate in foreign markets. Another major trend is the increased number of female workers in the workplace throughout the world. Such phenomena affect both organizations and the managers that operate in domestic and foreign countries. Managers must design equitable reward systems that can promote gender diversity, gain competitive advantage, enhance job performance and retention, improve organizational and job commitment, and reduce employee turnover. The purpose of the study was to examine both gender and individual differences using the equity sensitivity construct in two types of under-rewarded situations within a collectivistic culture, Korea. Observing the reactions from individual workers regarding equity sensitivity could provide valuable information to change or improve reward systems. A total of 400 survey packets were mailed to two regional universities in Korea. A total of 380 survey packages were returned, and 374 surveys were useable for data analysis. The results of the study illustrated that gender differences in equity sensitivity exist between Korean male and female students. Analyses of previous studies and the results of this study demonstrated the efficacy of equity sensitivity theory. Korean workers felt more entitleds than did workers from other countries in earlier studies. The significant finding was that Korean female students felt more entitled than did Korean male participants and their behaviors as entitleds was consistent with the dimensions of equity sensitivity theory.
|Subjects||Women's studies; Management|
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