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

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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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10.1037/0022-3514.52.4.844 · DOI
Huseman R. C., 1990, Equity theory and the managerial matrix, Training & Development Journal, 44, 98
10.2307/258531 · DOI
Miles E. W.(1988). ‘Equity sensitivity and the comparisons other grid: A proposed approach to the integration of equity theory and outcome‐maximizing theories of employee motivation’. Unpublished doctoral dissertation University of Georgia Athens Georgia.
10.2466/PR0.69.7.853-854 · DOI

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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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Equity sensitivity and outcome importance

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