“…Hofstede (2001) predicts that individuals from higher UA cultures seek greater security and stability in their professional careers and therefore tend to have longer job tenure and less turnover intention (see also Debus, Probst, König, & Kleinmann, 2012;García-Cabrera, & García-Soto, 2011;Staufenbiel & König, 2010). In a similar vein, Frazier, Fainshmidt, Klinger, Pezeshkan, and Vracheva (2017) also found that work design characteristics and supportive work contexts showed significantly stronger effects on psychological safety in high UA cultures. Furthermore, examining participation in decision-making and organisational commitment, Singh, Bhagat, and Mohanty (2011) empirically supported a moderating impact of UA on the participation-affective commitment relationship.…”