This study investigated the relationship between organisational espousal of cultural
group values and organisational commitment and citizenship behaviours. The study
focused on Ma–ori employees, and their perceptions of the extent to which their
organisation espoused some of the central values of Te Ao Ma–ori (the Ma–ori world),
specifically manaakitanga (caring), whakawhanaungatanga (relationships), wairuatanga (spirituality), auahatanga (creativity) and kaitiakitanga (guardianship). Furthermore, the role of identification with the Ma–ori culture was investigated as a potential
moderator of the relationship between organisational espousal of each of the Ma–ori
values and the outcome variables. The methodology was tested in a sample of 91
Ma–ori employees from Ma–ori-led organisations. The participants completed an
anonymous online survey. The data was analysed using moderated hierarchical
regression analysis. Organisational espousal of the composite Ma–ori values wairuatanga and whakamana tangata was reciprocated with organisational commitment.
Although no significant main effects were found with respect to Ma–ori values and
organisational citizenship behaviours the interaction of identification with Ma–ori
culture with Ma–ori values influenced this outcome; those with lower identification
with Ma–ori culture, and who also perceived that their organisation did not espouse
Ma–ori values, reported lower levels of organisational citizenship behaviours. Taken
together, the results suggest that organisations benefit in being aware of, and incorporating values of the cultural groups represented in the workforce with their overall
practices, as this is manifested in higher commitment and citizenship behaviours
among employees
