Payment whether hourly wage or salary, is the main concern and therefore the cause of equity or inequity in most cases.
The Fairness Model proposes an alternative measure of equity/inequity to the relational partner or comparison person of standard equity theory. According to the Fairness Model, an individual judges the overall fairness of a relationship by comparing their inputs and outcomes with an internally derived standard. The three primary assumptions applied to most business applications of equity theory can be summarized as follows: 1  Employees expect a fair return for what they contribute to their jobs, a concept referred to as the equity norm. Equity theory is a concept of human relations based on utility, or the amount of happiness and satisfaction one gets out of any given relationship. It can be used in personal life, government or business. In the final analysis, happiness is defined in equity theory as an equal connection between effort and reward in any given relationship or association. Inequality is defined as the disconnect between effort and reward based on factors not related to effort or talent, such as personal connections. Abstract. Three recent studies have suggested the possibility that when the perception of overpay inequity is induced by challenging the worker's qualifications for the job, wage inequity responses are confounded by responses in terms of self-image as a worker. Overpay inequity or self-image as a worker: A critical examination of an experimental induction procedure. Author links open the overlay panel. Numbers correspond to the affiliation list which can be exposed by using the show more link. When people experience overpayment inequity, equity also can be restored by perceiving the referent's inputs to be lower or the referent's outcomes to be higher than one originally thought?true or false. Weegy: False User: Eileen is dean of the College of Business at her University. She enjoys the pace of her work and the feeling of accomplishment she gets when she is able to initiate a new program to help students. The salary she receives is attractive and allows her to travel abroad on her vacations. Conflict. In the final analysis, happiness is defined in equity theory as an equal connection between effort and reward in any given relationship or association. Inequality is defined as the disconnect between effort and reward based on factors not related to effort or talent, such as personal connections. Equity theory is a moral theory in that it seeks to understand the causes of happiness and satisfaction. Conflict can be explained given the differences in the relationship between work and reward, since conflict occurs when one partner in the relationship feels exploited This can result in dissatisfaction and stress or tension between coworkers and, in some instances, to lessened productivity. UNDERPAYMENT INEQUITY: Underpayment inequity is a major focus of work and industrial psychology.. No related posts.  According to Adams (1965), dissonance from overpay inequity can be induced by telling a job applicant that he lacks the qualifications required for the job, and then paying him the same wage rate which is paid to fully qualified workers. Overpay inequity or self-image as a worker: A critical examination of an experimental induction procedure. Author links open the overlay panel. Numbers correspond to the affiliation list which can be exposed by using the show more link. This can generate dissatisfaction, stressed situations with co-employees, and attempts to return equity. OVERPAYMENT INEQUITY: The overpayment inequity in favor of Justin not only outraged his co-workers, but also seemed to make Justin less motivated to excel at work like he once did.. No related posts.  Equity theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. The three primary assumptions applied to most business applications of equity theory can be summarized as follows: 1  Employees expect a fair return for what they contribute to their jobs, a concept referred to as the equity norm. According to Adams (1965), anger is induced by underpayment inequity and guilt is induced with overpayment equity (Spector 2008). Payment whether hourly wage or salary, is the main concern and therefore the cause of equity or inequity in most cases. The three primary assumptions applied to most business applications of equity theory can be summarized as follows: 1  Employees expect a fair return for what they contribute to their jobs, a concept referred to as the equity norm.
https://en.wikipedia.org/wiki/Equity_theory http://www.ehow.com/info_8136025_equity-theory.html http://www.sciencedirect.com/science/article/pii/0030507370900206 http://www.weegy.com/?ConversationId=6250A333 http://www.ehow.com/info_8136025_equity-theory.html http://psychologydictionary.org/underpayment-inequity/ http://www.sciencedirect.com/science/article/pii/0030507370900206 http://psychologydictionary.org/overpayment-inequity/ https://en.wikipedia.org/wiki/Equity_theory https://en.wikipedia.org/wiki/Equity_theory
what is overpayment inequity