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Purpose – The purpose of this paper is to describe the cultural values – how things should be – and the cultural practices – how things are – of Angolan society. The authors expected to find: a gap between practices and values; high levels of power distance, institutional and in-group collectivism, uncertainty avoidance, future and humane orientation; and low to medium levels of performance orientation, gender equality and assertiveness. Design/methodology/approach – In all, 235 employees in Angola responded to a questionnaire using GLOBE’s cultural scales. Findings – There is a gap between cultural practices and values. Within Angola, humane and performance orientations are the most valued cultural dimensions. Power distance and in-group collectivism are the most prevailing cultural practices. Compared to other countries, Angola has high levels of humane orientation, institutional collectivism and uncertainty avoidance values and high levels of assertiveness and performance orientation practices. Practical implications – Higher than desired levels of assertiveness and power distance, on the one hand, and lower than desired levels of humane orientation and uncertainty avoidance on the other, are key aspects that should be taken into account by HRM in this context. Originality/value – These results may have important implications for HRM in Angola. To the best of our knowledge, this is the first analysis of Angola’s culture from a business research perspective.

Purpose – This study aims to examine workers' distributive and interactional justice perceptions at three different moments in time over a period of eight years, assess their degree of stability and identify their most stable antecedents and outcomes. Design/methodology/approach – Data was collected through an overlapping repeated cross-sectional design. Of the participants involved, 334 were surveyed in 2000, 259 participated in 2004, and 285 participated in 2008. Findings – Distributive justice is more stable than interactional justice. Organizational support is the most stable predictor of distributive justice, and the quality of supervisor practices is the most stable predictor of interactional justice. Contrary to expected, interactional justice has a stronger relationship to workers' attitudes directed both at the organization and supervisor, and at the immediate work context. Originality/value – This study adopts a long-term perspective covering an eight-year period. Furthermore, it focuses on two dimensions of justice that have been less studied over time.

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