J stacy adams biography equity theory pdf

This article focuses on when justice is especially important to people and, in doing so, explores the social conditions under which the importance of justice may change in social interactions. More specifically, the authors examine how different types of relationships affect evaluations of equitable and inequitable situations. As predicted on the basis of this line of reasoning, two experiments demonstrate that when people's interaction partners are friends, people are indeed more satisfied with being underpaid and less satisfied with being overpaid compared to when their interaction partners are unknown others.

In the discussion, it is argued that these findings suggest that justice is especially important to people when they are in communal relationships. Employees do not learn unless they are given feedback on the results of their actions. For corrective actions to take place feedback must be provided regularly and it should register both successes and failures.

The performance of an organization is dependent upon the sum total of performance of its members. The aim of this seminar paper was to critically analyze employee perception aspects and how they influence performance appraisal process in one of the hospitals in Uasin Gishu County. The objectives were to examine the effects of perceived unfair, inaccurate and subjective appraisal on performance appraisal process.

The paper was based on equity theory, goal-setting theory, performance management theory and expectancy theory. Analysis of the journals was done and summarized in a table that clearly captured the research problem, research objective, research question, theoretical framework, literature review, research methodology, findings, recommendations, areas of further research and limitations.

The paper was based on a conceptual framework which had performance appraisal as the dependent variable while performance appraisal, fairness and accuracy were the independent variables. The paper found that there is a direct relation between performance appraisal and the various perception aspects. It is concluded that if the performance appraisal process is perceived to be fair, accurate and objective then the employees are likely to take the feedback positively thus leading to overall success of the entire performance appraisal process.

Job satisfaction and employee performance has been a topic of research for decades. Whether job satisfaction influences employee satisfaction in organizations remains a crucial issue to managers and psychologists. That is where the problem lies. Therefore, the objective of this paper is to trace the relationship between job satisfaction and employee performance in organizations with particular reference to Nigeria.

Related literature on the some theories of job satisfaction such as affective events, two-factor, equity and job characteristics was reviewed and findings from these theories indicate that a number of factors like achievement, recognition, responsibility, pay, work conditions and so on, have positive influence on employee performance in organizations.

The paper adds to the theoretical debate on whether job satisfaction impacts positively on employee performance. It concludes that though the concept of job satisfaction is complex, using appropriate variables and mechanisms can go a long way in enhancing employee performance. It recommends that managers should use those factors that impact employee performance to make them happy, better their well being and the environment.

It further specifies appropriate mechanisms using a theoretical approach to support empirical approaches which often lack clarity as to why the variables are related. Microbiology , Euroasian Journal of Hepato-Gastroenterology, The American journal of engineering and technology, Log in with Facebook Log in with Google. Remember me on this computer.

Enter the email address you signed up with and we'll email you a reset link. Need an account? Click here to sign up. Job satisfaction theories: Traceability to employee performance in organizations B. Shaleeza Hussain. Equity theory Equity theory focuses on determining whether the distribution of resources is fair to both relational partners. Definition of equity Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

The entitlement to rewards or costs ascribed to each input vary depending on the relational setting. In industrial settings, assets such as capital and manual labor are seen as "relevant inputs" — inputs that legitimately entitle the contributor to rewards. In social settings, assets such as physical beauty and kindness are generally seen as assets entitling the possessor to social rewards.

When the ratio of inputs to outcomes is close, then the employee should have much satisfaction with their job. Outputs can be both tangible and intangible. Groups can maximize collective rewards by developing accepted systems for equitably apportioning rewards and costs among members. Systems of equity will evolve within groups, and members will attempt to induce other members to accept and adhere to these systems.

The only way groups can induce members to equitably behave is by making it more profitable to behave equitably than inequitably. Thus, groups will generally reward members who treat others equitably and generally punish increase the cost for members who treat others inequitably. When individuals find themselves participating in inequitable relationships, they become distressed.

J stacy adams biography equity theory pdf

Equity sensitivity construct [ edit ]. Fairness model [ edit ]. Game theory [ edit ]. See also [ edit ]. References [ edit ]. Close Encounters: Communication in Relationships, 4th Edition. ISBN Advanced Experimental Psychology. Theories of Human Communication. Waveland Press. Retrieved Education Library. The Academy of Management Journal.

Love and attraction: an international conference PDF 1 ed. Oxford [u. ISBN X. Archived from the original PDF on 23 September Retrieved 3 June Journal of Applied Psychology. PMID In Duck, S. Personal relationships I: Studying personal relationships. Academic Press. In Burgess, R. Social exchange in developing relationships. In Ickes, W. Compatible and Incompatible Relationships.

Hence, they were defined as inputs. Those inputs are perceived by the contributors and should be measured against their relevance to the particular social exchange situation and should be recognisable by the parties of exchange. Outputs referred to financial rewards, intrinsic outcomes of behaviour, social and symbolic benefits and status among a few.

Similar to inputs, outputs were characterised in terms of recognition and relevance. Person and others derived from the Social Comparison Theory. Person is an individual evaluating to what degree the relations are fair, while others can be any referent people against whom equity is compared. Drawing on supporting evidence and the theoretical framework of cognitive dissonance e.

The proposed theoretical framework of equity in the social exchange context aimed to contribute to the literature on social psychology. It meant to be a comprehensive framework, which would incorporate and explain a number of mini-theories in social psychology, such as Learning Theory, Cognitive Consistency Theory, and Freudian Theory, which had been vaguely explained before.

Although rigorous research had been carried out to support the assumptions of those theories, it had not been clear as to how those theories related to each other. Theory There are five main principles postulated by the theory. First, the relations of people are built on an equity norm i. Individuals are profit-driven per se and expect the outcome to be equal rewards minus costs.

In the group context, equitable relations between members of the group are expected to benefit other members. People in different societies strive for equitable relations. Individuals either refer to a specified referent person or a generalised other to draw the comparison. The specified person can even be oneself, which means that the person refers to their own experience in the past in terms of the rewards received for their contributions.

Third, unequal distribution of rewards against contributions leads to inequity perception. In the family context, inequity results from under-benefiting or over-benefiting a party in relations Sprecher, Fourth, inequity results in the psychological discomfort due to the inconsistency between personal outcomes and the referent others Table 1.

Negative inequity the perception that an individual received fewer rewards compared to contributions and positive inequity which is the perception that rewards are greater than the contributions triggers distress associated mostly with the feeling of anger and guilt. In family relations, the misbalance in the benefits and treatment between the parties causes psychological stress and dissatisfaction with relations Sprecher, Fifth, if any of the forms of inequity are perceived, the person aims to restore inequity either psychologically or physically in pursuit of eliminating the emotional tensions associated with inequity perception.

The theory distinguishes seven specific forms of coping mechanism: 1 compensation for inequity, 2 self-deprivation, 3 devaluation of the input of the other party of relations, 4 self-affirmation, 5 denial of responsibility for the act, 6 justification of inequity, and 7 retaliation against the party of relations causing inequity. Compensation is manifested as an increase of rewards to another party.

It is a common practice in organisational management, when underpaid employees get motivated through compensation schemes to improve inter-organisation relations and performance Shin, Self-deprivation refers to the decrease of personal rewards to equate with the reward of another party. These equity restoration responses have been examined to explain the perception of gender-based inequality and social biases in relation to disadvantaged social groups as a way to justify the disparity of benefits in society Davies et al.

Table 1: Equity evaluation compared to referent others. Equity Theory has become widely used across disciplines and has been tested in different geographical contexts. The major body of knowledge has been generated in the domain of organisational psychology. It was found that positive behaviour of employees can be secured by subjecting employees to fair procedures irrespective of the equitable distribution of rewards compared to other employees in the organisation Moorman, Also, Equity Theory was used to explore the moderation effect of fairness perception on the relationship between job demands, job performance and job satisfaction.

It was confirmed that in the condition of fair effort-reward allocation, people tend to perform better and feel more satisfied Janssen, The results supported the predictions of Equity Theory in terms of likely responses to underpayment and the coping role of negative behaviour in situations of perceived inequity Greenberg, Equity Theory has also underpinned research in economic psychology.

There was a study proposing a fair wage-effort hypothesis and discussing implications for the labour market. In another example, a study used the theory in order to investigate the firm-level consequences entailed by CEO underpayment in an emerging economy. For example, scholars found a correlation between perceived inequity in a tax payment system i.

The balanced exchange of support between family members was confirmed to determine the quality of relations Sechrist et al. Equity Theory was adopted to investigate the role of perceived relationship power in dating relations. The principles of equity theory were partially confirmed. Particularly, in line with the theory, the equal distribution of power correlated with a stronger feeling of happiness.

Similar findings derived from another study testing the effect of positive and negative inequity in relations. It was concluded that under-benefiting inequity led to distress and dissatisfaction, whereas such an outcome was not observed in cases of equity or over-benefiting inequity Sprecher, Equity Theory has been tested in different geographical contexts, producing inconsistent results.

The major critique arose due to Equity Theory not being able to explain all instances of social relations. Equity theorists have been criticised for claiming the applicability of the theory to a broader domain, without, though, providing justification for such assumptions. Specifically, it has been argued that Equity Theory mostly refers to situations with a more economic nature and a context denoting competitive relations Romer, In addition, it was suggested that the application of Equity Theory is bounded to limited resource situations, whereby the rewards are subjected to the division between members of relations.

Such situations do not take into consideration psychological unlimited rewards, which cannot be measured and divided Romer, To address the limitation in prior research, Huseman et al. Equity benevolents tend to accept a negative distribution of rewards in relation to themselves. For equity sensitive people, the evaluation of fairness depends on the proportional ratio of output against the inputs contributed to relations.

Another limitation concerns the principles of the theory related to responses to inequity. It has been argued that the response to under-reward may be different to what is predicted by the theory, if the person chose to be under-rewarded e. Employees can withhold from responding to inequity to maintain relationships or obtain gains from other aspects of relationships.

Finally, Equity Theory has been criticised for its unidimensional measurement, whereby rewards implied different resources, disregarding the processes that people may evaluate. As a response to this limitation, further research categorised fairness into several dimensions, such as the most widely used procedural and distributive justice Leventhal, Perceived distributive justice refers to the perception that the amount of reward for the input in exchange is fair.

Concepts Concept Definition Reference Measurements Denial of Responsibility The harm-doer can perceive that it was not his behaviour but rather the action of someone else e. This reference source may be a co-worker, relative, neighbour, group of co-workers, craft group, industry pattern, profession, and so on. Advances in Experimental Social Psychology , Adams, J.

Towards an understanding of inequity. The Journal of Abnormal and Social Psychology , 67 5 , Akerlof, G. The Quarterly Journal of Economics , 2 , Allison, K. Individual and collective moral influences on intervention in cyberbullying. Computers in Human Behavior , 74, MIS Quarterly , 32 1 , Blau, P. Exchange and power in social life. Transaction Books.

Bolton, L. Journal of Marketing Research , 47 3 , Bourdage, J. Personality, equity sensitivity, and discretionary workplace behavior. Personality and Individual Differences , , Burn, M. A review of the cognitive distortions in child sex offenders: An examination of the motivations and mechanisms that underlie the justification for abuse. Aggression and Violent Behavior , 11 3 , Canary, D.

Relational maintenance strategies and equity in marriage.