DOI: 10.5176/2010-4804_2.3.242
Authors: Anne Aidla
Abstract:
The aim of this article is to find out how perceptions of negative inequity at work influence individuals’ behavior based on the example of members of Estonian organizations. Perceptions of inequity are analyzed using John Stacey Adams’ equity theory, which states that individuals compare the input and outcome of their work with some comparison base and adjust their behavior according to the equity or inequity they perceive. For example, when they feel negative inequity they can decrease their input, increase outcomes or leave the organization. The empirical study was conducted in 2011 and 2013 and the final sample consisted of 174 members of Estonian organizations. The results showed that individuals usually adapt their behavior according to how fair or unfair they are treated in their opinion. In addition, the reaction to perceived negative inequity depends on the respondents’ sociodemographic background, including gender, age, position, tenure and education. Consequently, this should be taken into account when negative behavioral consequences are not desired.
Keywords: Human Research Management, organizational aspects, productivity
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