Equity, Emotion, and Household Division of Labor Response

Abstract

Building upon insights generated by social psychological scholarship on equity, emotions, and identity, we use the General Social Survey (1996) Modules on Emotion and Gender and the National Survey of Family and Households (1992—1994) to investigate the relationship between perceived inequity in the household division of labor and emotion. These surveys enable us to assess the degree to which patterns identified in short-term laboratory studies of relative strangers are generalizable to enduring relationships among intimates. We move beyond existing studies that link inequity in the home with depression by incorporating a broader scope of emotions and further by distinguishing between underbenefiting and overbenefiting—i.e., doing what one considers more or less than one’s fair share—and by examining these processes for women and men. We find general support for principles of equity theory: That is, emotions are closely tied to perceived inequity in the division of household labor. Guided by insights from Kemper’s structural interactional theory of emotion and affect control theory, we show that this pattern differs by specific emotions, the direction of the inequity, and the sex of the perceiver. Implications for understanding emotion, equity theory, and family are then elaborated.

Perceived Fairness and Satisfaction with the Division of Housework Among Dual-Earner Couples in Italy

“…Given the consequences of perceived fairness for individual well-being and marital outcomes (Claffey & Manning, 2010;Lively, 2010;Piña & Bengston, 1993;Suitor, 1991;Wilkie et al, 1998), this issue seems an important topic of the research agenda on the household division of labor.…”

“I Just Can’t Clean the Bathroom as Well as You Can!”: Communicating Domestic Labor Task Equity-Resistance and Equity-Restoring Strategies Among Married Individuals

“…However, equality research has come under scrutiny in that it does not accurately account for contributions of both parties in heterosexual relationships (Klewer, 2011;Tang & Curran, 2013). Equity theory offers a different conceptualization, describing the perception that although each relational partner may contribute different time and resources to the relationship, both parties feel they are receiving as much (although not always in same kind) as they are contributing (Dainton & Gross, 2008;Lively, Steelman, & Powell, 2010).…”

“…According to equity theory, when a perception of inequity exists in a relationship, one or both relational partners become uneasy about their experience compared to the other partner (Lively et al, 2010;Milkie & Peltola, 1999;Van Yperen & Buunk, 1990). This uneasiness manifests itself in one of two particular styles: (a) overbenefitedness, "individuals believe they receive a higher amount of rewards for a lower amount of costs", or (b) underbenefitedness, "individuals feel as though they receive fewer rewards with a relatively higher amount of costs" (Dainton & Gross, 2008, p. 181).…”

“…This uneasiness manifests itself in one of two particular styles: (a) overbenefitedness, "individuals believe they receive a higher amount of rewards for a lower amount of costs", or (b) underbenefitedness, "individuals feel as though they receive fewer rewards with a relatively higher amount of costs" (Dainton & Gross, 2008, p. 181). Although both states result in negative emotions, they differ in that overbenefitedness is frequently associated with fear and self-reproach, whereas underbenefitedness often results in feelings of anger and rage (Lively et al, 2010). These negative emotions can prompt individuals to make changes to restore equity in their relationships.…”

Work and Emotions

“…The association between status and emotion is well-established and socialpsychological research has explored emotional responses to inequities of various kinds. Yet this literature has only begun to be systematically incorporated into studies of workplace inequality (e.g., Collett and Lizardo 2010;Lively et al 2010). The study of work and emotion would also benefit from greater attention to the social context of work.…”