REFERENT SELECTION IN DETERMINING EQUITY PERCEPTIONS: DIFFERENTIAL EFFECTS ON BEHAVIORAL AND ATTITUDINAL OUTCOMES

Authors

RICHARD W. SCHOLL, University of Rhode Island
ELIZABETH A. COOPER, University of Rhode Island
JACK F. McKENNA, The California State University

Document Type

Article

Date of Original Version

1-1-1987

Abstract

The concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used. Different pay referents should result in different tactics to reduce inequities. To test this hypothesis, equity perceptions with respect to seven different referents were compared as to their relationship to pay satisfaction, intent to remain with a company, and frequency of extra‐role behavior. Findings suggest that the various types of inequity relate differentially to each of the three outcome variables. Copyright © 1987, Wiley Blackwell. All rights reserved

Publication Title, e.g., Journal

Personnel Psychology

Volume

40

Issue

1

Citation/Publisher Attribution

SCHOLL, RICHARD W., ELIZABETH A. COOPER, and JACK F. McKENNA. "REFERENT SELECTION IN DETERMINING EQUITY PERCEPTIONS: DIFFERENTIAL EFFECTS ON BEHAVIORAL AND ATTITUDINAL OUTCOMES." Personnel Psychology 40, 1 (1987): 113-124. doi: 10.1111/j.1744-6570.1987.tb02380.x.