The Equity Sensitivity Construct: Potential Implications for Worker Performance

Abstract

This paper presents and empirically tests five hypotheses concerning Equity Sensitivity, a new construct proposed by Huseman, Hatfield, and Miles (1985, 1987). Equity Sensitivity proposes that not all individuals conform to the norm of equity. Huseman, et al. have proposed three Equity Sensitivity groupsBenevolents, Equity Sensitives, and Entitleds. The findings show that Benevolents are inclined to work harder for less pay than Equity Sensitives or Entitleds. Theoretical and practical implications are discussed.

Psychological Contract Breach and Feelings of Violation: Moderatring Role of Age-Related Difference

“…Research shows that psychological contract breach has a high impact on changing the relationship of employment, it increase the chances of breach of contract between two parties The anger, mistrust leads to psychological contract breach and disturb the ways on which contract has been fulfilled (Morrison and Robinson, 1997). The idea about the sensitivity of equity is that people have different understandings about justified our unjust conditions and it have positive or negative impact on their attitudes and behaviours (Huseman et al, 1987;Miles et al, 1989).…”

The psychological contract and individual differences: The role of exchange and creditor ideologies

“…Because of different exchange ideologies, benevolents (individuals who are more tolerant of underreward; Huseman et al, 1985;Miles, Hatfield, & Huseman, 1989) have an input-focused exchange ideology; equity sensitives have a reciprocal-focused exchange ideology whereas entitleds (those who are more tolerant of overreward; Huseman et al, 1985;Miles et al, 1989) have an outcome-focused exchange ideology. Consequently, we suggest that exchange ideology will be different amongst the three groups; each group will evaluate their relationship with the organization regarding the balance between employee and organizational contributions.…”

Investigating When and Why Psychological Entitlement Predicts Unethical Pro-organizational Behavior

“…Specifically, we argue that perceptions of organizational justice are central for understanding this link. Their inflated sense of self means that entitled people typically experience outcomes such as anxiety and dissatisfaction with workplace policies, outcomes, and rewards (Miles et al, 1989). As such, it is likely that PE will be negatively associated with perceptions of organizational justice.…”