Equity Sensitivity And Outcome Importance
Abbreviated Journal Title
J. Organ. Behav.
SELF-ESTEEM; CONSTRUCT; PERFORMANCE; INEQUITY; JOB; Business; Psychology, Applied; Management
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 of Organizational Behavior
"Equity Sensitivity And Outcome Importance" (1994). Faculty Bibliography 1990s. 1121.