Equity and Equality: Male and Female Means to a Just End

Kahn, Arnold S.; Krulewitz, Judith E.; O’Leary, Virginia E.; Lamm, Helmut

doi:10.1207/s15324834basp0102_6

Cited by 101 publications

(66 citation statements)

References 90 publications

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“…Our choice leaves open the possibility that such an equality bias may be different in female-only or female-male dyads. However, previous studies (42,43) have shown that women follow an equality norm more often than men when allocating rewards, suggesting that the equality bias may be found for female dyads too. Future studies can use our framework to explore the equality bias in male-female and female-female dyads.…”

Section: Discussionmentioning

confidence: 88%

Equality bias impairs collective decision-making across cultures

Mahmoodi

Bang

Olsen

et al. 2015

Proc. Natl. Acad. Sci. U.S.A.

123

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We tend to think that everyone deserves an equal say in a debate. This seemingly innocuous assumption can be damaging when we make decisions together as part of a group. To make optimal decisions, group members should weight their differing opinions according to how competent they are relative to one another; whenever they differ in competence, an equal weighting is suboptimal. Here, we asked how people deal with individual differences in competence in the context of a collective perceptual decision-making task. We developed a metric for estimating how participants weight their partner's opinion relative to their own and compared this weighting to an optimal benchmark. Replicated across three countries (Denmark, Iran, and China), we show that participants assigned nearly equal weights to each other's opinions regardless of true differences in their competence-even when informed by explicit feedback about their competence gap or under monetary incentives to maximize collective accuracy. This equality bias, whereby people behave as if they are as good or as bad as their partner, is particularly costly for a group when a competence gap separates its members.social cognition | joint decision-making | bias | equality

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Section: Discussionmentioning

confidence: 88%

Equality bias impairs collective decision-making across cultures

Mahmoodi

Bang

Olsen

et al. 2015

Proc. Natl. Acad. Sci. U.S.A.

123

View full text Add to dashboard Cite

show abstract

“…Women are often socialized to glean satisfaction from the process of interacting (cf. O'Leary, Krulewitz and Lamm, 1980). Thus, this perspective claims that women's reliance on procedural propriety is not necessarily instrumental, but instead is a source of satisfaction in and of itself.…”

Section: Limitations and Directions For Future Researchmentioning

confidence: 99%

“…Thus, this perspective claims that women's reliance on procedural propriety is not necessarily instrumental, but instead is a source of satisfaction in and of itself. Indeed, some data show that, relative to men, women value process issues more, actively seek cooperation over zero-sum situations, and solicit input from group members (Kahn et al, 1980;Major, 1987). Veroff 's (1977) distinction between the enjoyment felt from outcomes and process for men and women also supports this speculation.…”

Section: Limitations and Directions For Future Researchmentioning

confidence: 99%

Process and outcome: gender differences in the assessment of justice

1997

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SummaryWe studied the importance that women and men place on distributive and procedural justice. The relationship between distributive justice and several organizational outcomes (e.g. commitment, intent to stay) was stronger for men than women. The relationship between procedural justice and those same outcomes, however, was stronger among women than men. The relation of our ®ndings in justice perceptions are related to other research on gender dierences in interpersonal styles and perceptions.

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“…Secondly, according to Kahn et al (1980), while women are more concerned about interpersonal success, men are more concerned about competitive success. According to Kahn et al (1980), this difference is encouraged by different interaction objectives, As per Witt and Nye (1992), this difference makes women relatively care more for 'equality', and men to care more for 'equity'.…”

Section: Gender and The Perceived Salary Equity-pos Relationshipmentioning

confidence: 99%

“…According to Kahn et al (1980), this difference is encouraged by different interaction objectives, As per Witt and Nye (1992), this difference makes women relatively care more for 'equality', and men to care more for 'equity'. 'Equality' here refers to "distributing resources equally disregarding individual inputs", while 'equity' refers to "distributing outcomes to individuals in direct proportion to their inputs" (Brockner & Adsit, 1986).…”

Section: Gender and The Perceived Salary Equity-pos Relationshipmentioning

confidence: 99%