Ethnic obligation and employee well-being: The moderating role of relative deprivation

ABSTRACT

In this paper, we propose that ethnic obligation is a norm that regulates the obligations of ethnic group members to each other and then examine its effects on well-being in a context where ethnicity is salient. Using a strain theory perspective, along with primary and secondary data sets, we found relative deprivation to be a moderator in the relationship between ethnic obligation and the well-being of individuals in both work and non-work contexts. The findings challenge previous findings on the structural perspective of ethnicity and help explain well-being in an under-researched cultural context.

KEYWORDS:

• ethnic obligation
• employee wellbeing
• relative deprivation
• Africa
• ethnos oblige theory

Disclosure Statement

No potential conflict of interest was reported by the authors.

Notes

1 Of course, it does not mean that that a person cannot demonstrate generosity to others who are not part of the tribe. To the extent that such acts are demonstrated, they are personality attributes rather than ethnic obligations.

2 For differences, see Agnew (1992).

3 The goal of Decent Work for All and the pledges in the Millennium Declaration go hand in hand. The ILO's Decent Work Agenda, in a context of fair globalization, is essential to the achievement of these shared aims. (https://www.ilo.org/pardev/development-cooperation/millennium-development-goals/lang--en/index.htm).

4 (https://www.undp.org/africa/publications/2023-africa-sustainable-development-report).

5 It can be argued that the construct may be different for people with less power because the focus group was a powerful group. As a result, we surveyed a less powerful group comprising tailors, high school dropouts, and first-degree holders using the same interview protocol. The responses were similar. For example, one respondent indicated, “I feel really indebted to ethnic group members because they have helped me achieve this height.”

6 Figure of summarized results not shown due to space limitations.

7 Due to space constraints, we have not provided the scale and its items. Interested readers may request this information from the first author.

8 We present the results of only one group due to space limitations.

9 Tables for Groups 1 and 2 are not shown due to space limitations.

10 Items were adapted from Ulrich (1997).

Additional information

Notes on contributors

Baniyelme D. Zoogah

Baniyelme David Zoogah is Associate Professor of Management at DeGroote School of Business, McMaster University Ontario, Canada. Dr. Zoogah has published over 30 refereed journal articles in major leading journals, including Academy of Management Perspectives, Academy of Management Learning and Education, Global Strategy Journal, Human Resource Management, Journal of Business Ethics, Journal of Applied Psychology, Journal of Organizational and Occupational Psychology, International Journal of Human Resource Management, Asia Pacific Journal of Management, International Journal of Cross-Cultural Management, and Africa Journal of Management. He has also written over twenty book chapters, co-edited one book, edited one book, and authored three books.

William Y. Degbey

William Y. Degbey is an Associate Professor of International Management at the School of Management, University of Vaasa, Finland. Dr. Degbey has also held visiting scholar positions in other universities, including Stanford University and Harvard University in the USA. He has published in leading journals, including Journal of World Business, Journal of Product Innovation Management, Journal of Business Research, Journal of International Management, International Journal of Human Resource Management, Human Resource Management Review, Technological Forecasting and Social Change, Applied Psychology, Industrial Marketing Management, International Marketing Review, Thunderbird International Business Review, and other outlets.

Eleanor J. K. Akoto

Eleanor Joyce Korngo Akoto is a lecturer at the Central University Ghana. She holds an MPhil in Business Administration (HRM) and a BA in Management and Sociology from the University of Ghana. Currently, she is a PhD candidate with the Ghana Institute of Management and Public Administration (GIMPA). Her research interest lies in organization behavior, specifically in the areas of employee well-being, corporate social responsibility, women and work, and gender diversity and inclusivity in organizations.