Equity Perception in Multiple Comparisons: A Field Study

Ronen, Simcha

doi:10.1177/001872678603900403

Cited by 70 publications

(68 citation statements)

References 11 publications

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“…Methods of creating or identifying the referent in equity theory research have generally been considered deficient, and laboratory studies are criticized for unrealistically circumscribing referents (Scholl, Cooper & McKenna, 1987). As conceptualized, equity theory allows for the use of multiple referents, both internal and external, and for a behavioral response to inequity that is at least partially determined by the nature of the referent (Ronen, 1986). Therefore, improperly specified referents may seriously distort interpretation of the behavioral response.…”

Section: Equity Motivation and Arbitrationmentioning

confidence: 99%

Perceived equity, motivation, and final-offer arbitration in major league baseball.

Bretz¹,

Thomas²

1992

Journal of Applied Psychology

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Final offer salary arbitration in major league baseball offers a unique institutional arrangement that creates a naturally occurring non-equivalent groups repeated measure research design. The structural arrangements allow for examination of anticipatory expectancy effects and for assessment of behavioral responses consistent with equity theory predictions. Additionally, equity theory can be tested without the methodological problems inherent in defining the referent other. Performance and mobility were examined for major league baseball position players who won and lost their arbitration hearings. Pre-arbitration performance was found to significantly predict arbitration outcome. Despite similar patterns of post-arbitration performance between winners and losers, a significant relationship was noted between losing arbitration and postarbitration performance declines. Analyses also suggested that losers were also significantly more likely to change teams and leave major league baseball. The causality of the relationship between performance and arbitration outcome is discussed along with expectancy and equity effects as they relate to performance and mobility following the arbitration intervention. This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. Equity, Motivation and Arbita'ation 2 AbstractFinal offer salary arbitration in major league baseball offers a umque institutional

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Section: Equity Motivation and Arbitrationmentioning

confidence: 99%

Perceived equity, motivation, and final-offer arbitration in major league baseball.

Bretz¹,

Thomas²

1992

Journal of Applied Psychology

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“…According to social comparison theory, people tend to judge their own performance against comparative "referents" of similar experience and ability (Dakin & Arrowood, 1981, p. 91;Kulick & Ambrose, 1992;Ronen, 1986). Supervisors tend to underestimate the importance that their subordinates invest in their comparisons with one another (Greller, 1980).…”

Section: Communication Richnessmentioning

confidence: 99%

Factors Affecting Training Effectiveness in Synchronous, Dispersed Virtual Environments

Spears¹

2014

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188) Washington DC 20503.

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“…More recent work by Armstrong-Stassen, Al-Ma' aitah, Cameron and Horsburgh (1998) and Tansky, Gallagher, and Wetzel (1995) has also suggested that voluntary and involuntary schedules might be important. Furthermore, previous research has been carried out mainly by comparing part-time workers as a group (Scholl, Cooper, and McKenna, 1987;Ambrose and Kulik, 1988;Ronen, 1986):…”

Section: Kong the Census And Statistics Department Of Hong Kong Has mentioning

confidence: 99%

“…Ronen (1986) investigated the role of reference groups inside and outside the organization within the framework of equity theory, using attitudes towards pay as the basis for comparison. The results indicated that the outside reference group was more important than the inside group in explaining job attitudes and behavioral propensities.…”

Section: Fairness Perceptionmentioning

confidence: 99%

“…This section consists of three parts and covers ways of seeking part-time jobs, reasons for doing so, and problems encountered in part-time work and compared referents. Researchers have suggested that there is a close relationship between compared referents and the perception of fairness (Ambrose and Kulik, 1988;Ronen, 1986). Furthermore, referent selections and the fairness perceptions have effects on attitudinal and behavioral outcomes (Scholl, Cooper and McKenna, 1987).…”

Section: The Perspective Of Part-time Workersmentioning

confidence: 99%

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The influence of work status on the work outcomes among part-time workers in the service industries of Hong Kong

Cheung¹

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Master of PhilosophyThis research examined the influence of work status on attitudes and work outcomes. The two attitudes of perception of psychological contract violations, (violation of employment promise by employers) and fairness perception (fair treatment at work) were studied. This research examined the relationship between attitudes and work outcomes (organizational commitment, e.g. loyalty; organizational citizenship behavior, voluntary action done by employees for the sake of organizations and turnover intention). Individuals with family responsibility are attracted to work part-time voluntarily. Corporate downsizing has often forced individuals to go into part-time work involuntarily. Voluntary and involuntary work status had moderating effects on attitudes and work outcomes. The people that part-time workers chose to be compared with when they evaluate their fairness situation were also examined.Both qualitative and quantitative methods were used. Respondents were asked about their perceptions towards their employment relationship with employers in the questionnaires. Part-time workers focus groups and supervisors interviews were used to supplement the quantitative methods by suggesting reasons to explain the part-time work issues, for example, on the compared referent selections.The findings showed that work status had a high moderating effect on the relationship between perceptions of psychological contract violations and voluntary actions and such interactions were much stronger on voluntary than on involuntary part-time workers. Work status also showed a high moderating effect on t he relationship between fairness perception, organizational commitment, and organizational citizenship behavior, and such interactions were much stronger in involuntary than voluntary workers. Unexpectedly, work status did not have a moderating influence on the relationship between perception of psychological contract violations, organizational commitment, and turnover intention o f involuntary part-time workers. Furthermore, work status showed a moderating influence on fairness perception, and turnover intention, and such a negative relationship was much stronger in voluntary than involuntary workers.It was also found that the compared referents of voluntary part-time workers were part-time workers working inside and outside organizations. The compared referents of involuntary part-time workers were full-time workers working outside the organizations and their past work experiences.

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Equity Perception in Multiple Comparisons: A Field Study

Cited by 70 publications

References 11 publications

Perceived equity, motivation, and final-offer arbitration in major league baseball.

Perceived equity, motivation, and final-offer arbitration in major league baseball.

Factors Affecting Training Effectiveness in Synchronous, Dispersed Virtual Environments

The influence of work status on the work outcomes among part-time workers in the service industries of Hong Kong

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