Equity Sensitivity And Outcome Importance

    Authors

    E. W. Miles; J. D. Hatfield;R. C. Huseman

    Comments

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    Abbreviated Journal Title

    J. Organ. Behav.

    Keywords

    SELF-ESTEEM; CONSTRUCT; PERFORMANCE; INEQUITY; JOB; Business; Psychology, Applied; Management

    Abstract

    One recent approach that holds promise for building a conceptual framework for a psychological individual difference variable in equity theory is Equity Sensitivity (Huseman, Hatfield and Miles, 1987). Huseman et al. identify three types of individuals - Benevolents, Equity Sensitives, Entitleds. As originally defined, these three groups vary in their desire for outcomes (e.g. pay) in a relationship. The purpose of this study is to test whether the three groups - Benevolents, Equity Sensitives, and Entitleds - vary in the importance they place on categories of outcomes. Hypotheses are tested regarding importance placed on extrinsic tangible, extrinsic intangible, and intrinsic work outcomes. The sample include 2617 employees from the banking and public utility industries. Results show that the three groups vary in the importance they place on extrinsic tangible and intrinsic outcomes, but not on the importance placed on extrinsic intangible outcomes.

    Journal Title

    Journal of Organizational Behavior

    Volume

    15

    Issue/Number

    7

    Publication Date

    1-1-1994

    Document Type

    Article

    Language

    English

    First Page

    585

    Last Page

    596

    WOS Identifier

    WOS:A1994QF58700001

    ISSN

    0894-3796

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