Equity sensitivity and outcome importance

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

doi:10.1002/job.4030150704

Cited by 148Job Satisfaction and Organizational BehaviorSocial Power and Status DynamicsSocial and Intergroup Psychology

Equity sensitivity and outcome importance

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Miles, Edward W., Hatfield, John D., Huseman, Richard C.·1994·Journal of Organizational Behavior

DOI 10.1002/job.4030150704

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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.

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Under-reward was thought to go along with feelings of frustration, over-reward with feelings of guilt, both associated with lower satisfaction.
“While under-reward was thought to go along with feelings of frustration, over-reward was thought to go along with feelings of guilt, both being associated with lower satisfaction in the job (Miles et al., 1994;Sweeney, 1990).”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Miles et al., 1994
Benevolents have a higher tolerance for under-reward situations.
“At the same time, benevolents have a higher tolerance (albeit not a preference) for under-reward situations (Miles et al., 1994).”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Miles et al., 1994
For benevolents, over-reward situations create the strongest dissonance and thus dissatisfaction.
“For benevolents, over-reward situations create the strongest dissonance and thus dissatisfaction.”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Miles et al., 1994

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Self-citation
Time to Regroup: Further Validation of a Fourth Equity Sensitivity Dimension
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Authors: Miles, E. W., Hatfield, J. D., & Huseman, R. C.
Affiliations: Georgia State University (US)
University of Central Florida (US)
Corresponding author: Hatfield, John D.
ORCID: Miles, Edward W.
Venue: Journal of Organizational Behavior
Publisher: Wiley
Published: 1994-12
Volume: 15
Issue: 7
Pages: 585-596
ISSN: 0894-3796 (ISSN-L)
1099-1379
DOI: 10.1002/job.4030150704
OpenAlex: W2037615146
Cited by: 148
References: 31
Citations by year: 2026: 3 · 2025: 2 · 2024: 1 · 2023: 7 · 2022: 4 · 2021: 3 · 2020: 3 · 2019: 4 · 2018: 5 · 2017: 5 · 2016: 8 · 2015: 6 · 2014: 9 · 2013: 6 · 2012: 7
FWCI: 2.04
Type: journal article
Language: en
Open access: green
stars.library.ucf.edu
Licence: onlinelibrary.wiley.com/termsAndConditions#vor (vor, 4373 d)
Locations: Journal of Organizational Behavior (publishedVersion)
Journal of International Crisis and Risk Communication Research (submittedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Sociology and Political Science › Social Power and Status Dynamics
Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Keywords: equity sensitivity, equity theory, individual differences, wages, bank employees, public utility employees

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