A New Perspective on Equity Theory: The Equity Sensitivity Construct

Huseman, Richard C.; Hatfield, John D.; Miles, Edward W.

doi:10.5465/amr.1987.4307799

Cited by 555 publications

(494 citation statements)

References 37 publications

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“…Individual differences can operate such that certain individuals feel they are entitled to rewards and benefits, regardless of their contributions (Huseman, Hatfield and Miles, 1987). Others might enjoy contributing more than they receive to the benefit of others, including their employer.…”

Section: Discussionmentioning

confidence: 99%

New hire perceptions of their own and their employer's obligations: A study of psychological contracts

1990

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SummaryPsychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.

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Section: Discussionmentioning

confidence: 99%

New hire perceptions of their own and their employer's obligations: A study of psychological contracts

1990

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“…Furthermore, it is of interest at which stage this experience becomes a health risk. For example, equity theory and the eVort-reward imbalance model are based upon the assumption that individuals are equally sensitive to equity, which is questioned by Huseman et al (1987) who suggest that equity sensitivity should be considered as a control variable.…”

Section: Limitations and Outlookmentioning

confidence: 99%

Subjective underchallenge at work and its impact on mental health

Lehmann

Burkert

Daig

et al. 2011

Int Arch Occup Environ Health

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Purpose To investigate the relation between subjective underchallenge at work and the degree of depressiveness and life satisfaction. Methods A representative sample of the German general population of N = 1,178 (52.5% men; age: M = 40.4 years, SD = 11.3) was included in this study. Measurements contain Satisfaction with Life Scalè (SWLS) and the Patient Health Questionnairè (PHQ-D). To assess subjective underchallenge at work, a ten-item scale was developed for the purpose of this study. The association between subjective underchallenge at work, life satisfaction and depressiveness was examined by means of path analyses. Results A signiWcant positive association was found between subjective underchallenge at work and depressiveness, mediated by life satisfaction. This association was not moderated by income but by level of education. Participants with a medium educational level displayed a weaker association than participants with either a high or a low educational level. Conclusion Not only work overload but also feeling underchallenged at work can have a negative impact on mental health and well-being. This is not an issue for blue-collar workers only and deserves more attention in future research.

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“…The understanding of how individuals react to managerial and organizational actions, and how these reactions ultimately influence organizational effectiveness is of growing importance as society, not just the constituents of a particular business, is engaging in closer scrutiny of such actions. Research has disclosed that there are strong differences in individual notions of fairness, and that employees may not share the same preferences for equity (Huseman et al, 1987). Building on the early studies of equity theory as an explanation of how employees respond to situations in which they believe they are being under-or over-rewarded in comparison to a referent individual carrying out similar tasks (Adams, 1965), the construct of equity sensitivity was developed to further distinguish among reactions to perceived unfair situations.…”

Section: Introductionmentioning

confidence: 99%

Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice

2005

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The present research study was designed to extend our knowledge about issues of relevance for business ethics by examining the role of equity sensitivity and perceived organizational trust on employees' perceptions of procedural and interactional justice. A model was developed and tested, and results revealed that organizational trust and respect mediated the relationship between an employee's equity sensitivity and perceptions of procedural, interactional, and social accounts fairness. A discussion of issues related to perceptions of trust and fairness is presented, as well as recommendations for leaders and future scholarship.

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A New Perspective on Equity Theory: The Equity Sensitivity Construct

Cited by 555 publications

References 37 publications

New hire perceptions of their own and their employer's obligations: A study of psychological contracts

New hire perceptions of their own and their employer's obligations: A study of psychological contracts

Subjective underchallenge at work and its impact on mental health

Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice

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