Equity sensitivity theory: do we all want more than we deserve?

Journal of Managerial Psychology - Tập 19 Số 7 - Trang 722-728 - 2004
Ted H.Shore1
1Department of Management/HRM, College of Business Administration, California State University, Long Beach, California, USA

Tóm tắt

Predictions from equity sensitivity theory is reported by Huseman et al. were tested in a laboratory setting. As predicted, Benevolent individuals reported the highest pay satisfaction, perceived pay fairness, and lowest turnover intentions. Contrary to expectations, Entitled individuals did not report lower overall pay satisfaction, perceived pay fairness or higher turnover intentions than Equity Sensitive individuals. All three equity sensitivity groups preferred being over‐rewarded to being equitably rewarded, and were relatively distressed when under‐rewarded. The predicted interaction between equity sensitivity and reward level was not significant. Implications for the management of employees were discussed.

Từ khóa


Tài liệu tham khảo

Adams, J.S. (1965), “Inequity in social exchange”, Advances in Experimental Social Psychology, Vol. 2, pp. 267‐99.

Allen, R.S. and White, C.S. (2002), “Equity sensitivity theory: a test of responses to two types of under‐reward situations”, Journal of Managerial Issues, Vol. 14, pp. 435‐51.

Bing, M.N. and Burroughs, S.M. (2001), “The predictive and interactive effects of equity sensitivity in teamwork‐oriented organizations”, Journal of Organizational Behavior, Vol. 22, pp. 271‐90.

Huseman, R.C., Hatfield, J.D. and Miles, E.W. (1985), “Test for individual perceptions of job equity: some preliminary findings”, Perceptual and Motor Skills, Vol. 61, pp. 1055‐64.

Huseman, R.C., Hatfield, J.D. and Miles, E.W. (1987), “A new perspective on equity theory: the equity sensitivity construct”, Academy of Management Review, Vol. 12, pp. 222‐34.

King, W.C. Jr and Miles, E.W. (1994), “The measurement of equity sensitivity”, Journal of Occupational and Organizational Psychology, Vol. 67, pp. 133‐42.

King, W.C. Jr, Miles, E.W. and Day, D.D. (1993), “A test and refinement of the equity sensitivity construct”, Journal of Organizational Behavior, Vol. 14, pp. 301‐17.

Miles, E.W., Hatfield, J.D. and Huseman, R.C. (1989), “The equity sensitivity construct: potential implications for worker performance”, Journal of Management, Vol. 15, pp. 581‐8.

Mowday, R.T. (1991), “Equity theory predictions of behavior in organizations”, in Steers, R.M. and Porter, L.W. (Eds), Motivation and Work Behavior, 5th ed., McGraw‐Hill, New York, NY, pp. 111‐31.

O'Neill, B.S. and Mone, M.A. (1998), “Investigating equity sensitivity as a moderator of relations between self‐efficacy and workplace attitudes”, Journal of Applied Psychology, Vol. 83, pp. 805‐16.

Sauley, K.S. and Bedeian, A.G. (2000), “Equity sensitivity: construction of measure and examination of its psychometric properties”, Journal of Management, Vol. 26, pp. 885‐910.

Wheeler, K.G. (2002), “Cultural values in relation to equity sensitivity within and across cultures”, Journal of Managerial Psychology, Vol. 18, pp. 612‐24.

Yamaguchi, I. (2003), “The relationships among individual differences, needs and equity sensitivity”, Journal of Managerial Psychology, Vol. 18, pp. 324‐35.

Thông tin
Thông tin xuất bản

Journal of Managerial Psychology

Tập 19 Số 7

722-728

Thông tin tác giả