The DOI matches its Crossref record; 28 of the 31 references it cites were found in a registry or an index.
Equity sensitivity and outcome importance
Open accessAbstract
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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“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
In the citing paper
“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
In the citing paper
“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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Metadata
- 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
- 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
- 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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