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Book ChapterDOI

Inequity In Social Exchange

J. Stacy Adams1
01 Jan 1965-Advances in Experimental Social Psychology (Academic Press)-Vol. 2, pp 267-299
TL;DR: The concept of relative deprivation and relative gratification as discussed by the authors are two major concepts relating to the perception of justice and injustice in social exchanges, and both of them can be used to describe the conditions that lead men to feel that their relations with others are just.
Abstract: Publisher Summary The process of exchange is almost continual in human interactions, and appears to have characteristics peculiar to itself, and to generate affect, motivation, and behavior that cannot be predicted unless exchange processes are understood. This chapter describes two major concepts relating to the perception of justice and injustice; the concept of relative deprivation and the complementary concept of relative gratification. All dissatisfaction and low morale are related to a person's suffering injustice in social exchanges. However, a significant portion of cases can be usefully explained by invoking injustice as an explanatory concept. In the theory of inequity, both the antecedents and consequences of perceived injustice have been stated in terms that permit quite specific predictions to be made about the behavior of persons entering social exchanges. Relative deprivation and distributive justice, as theoretical concepts, specify some of the conditions that arouse perceptions of injustice and complementarily, the conditions that lead men to feel that their relations with others are just. The need for much additional research notwithstanding, the theoretical analyses that have been made of injustice in social exchanges should result not only in a better general understanding of the phenomenon, but should lead to a degree of social control not previously possible. The experience of injustice need not be an accepted fact of life.
Citations
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Journal ArticleDOI
TL;DR: In this article, the authors consider the time orientation of a customer to select and use marketing tools that correspond to the time horizons of the customer, and show that insufficient understanding of customer's time orientation hinders the selection and use of marketing tools.
Abstract: Marketing managers must know the time orientation of a customer to select and use marketing tools that correspond to the time horizons of the customer. Insufficient understanding of a customer's ti...

6,492 citations

Journal ArticleDOI
TL;DR: It is suggested that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions and illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes.
Abstract: The field of organizationa l justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizationa l justice.

5,097 citations


Cites background or methods or result from "Inequity In Social Exchange"

  • ...If this had not been the case, then the procedural justice literature would have contributed little over earlier work by Homans (1961), Adams (1965), Leventhal (1976), and Deutsch (1975). Our results showed that, when distributive justice was controlled, only Leventhal criteria and interpersonal justice retained their explanatory power. Because process control added little, it is tempting to conclude that measuring it is unnecessary if distributive justice and Leventhal criteria are also being considered. Perhaps this is not surprising given Lind and Tyler's (1988) assertion that Leventhal's "representativeness" criterion includes the process control concept. Turning to our third type of research question, reactive research, we tested three separate reactive models: Leventhal's (1980) distributive dominance model, Sweeney and McFarlin's (1993) twofactor model, and Bies and Moag's (1986) agent-system model....

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  • ...If this had not been the case, then the procedural justice literature would have contributed little over earlier work by Homans (1961), Adams (1965), Leventhal (1976), and Deutsch (1975)....

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  • ...distributive justice (Adams, 1965; Deutsch, 1975; Homans, 1961; Leventhal, 1976) and procedural justice (Leventhal, 1980; Leventhal, Karuza, & Fry, 1980; Thibaut & Walker, 1975)....

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  • ...If this had not been the case, then the procedural justice literature would have contributed little over earlier work by Homans (1961), Adams (1965), Leventhal (1976), and Deutsch (1975). Our results showed that, when distributive justice was controlled, only Leventhal criteria and interpersonal justice retained their explanatory power....

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  • ...distributive justice (Adams, 1965; Deutsch, 1975; Homans, 1961; Leventhal, 1976) and procedural justice (Leventhal, 1980; Leventhal, Karuza, & Fry, 1980; Thibaut & Walker, 1975). Efforts to explain the impact of justice on effective organizational functioning have come under the rubric of organizational justice research (Greenberg, 1987b, 1990b). Greenberg (1990b) described organizational justice as a literature "grown around attempts to describe and explain the role of fairness as a consideration in the workplace" (p....

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Journal ArticleDOI
TL;DR: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure and demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
Abstract: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.

4,482 citations


Cites background or result from "Inequity In Social Exchange"

  • ...Initially, researchers focused on the justice of decision outcomes, termed distributive justice (Adams, 1965; Deutsch, 1975; Homans, 1961; Leventhal, 1976)....

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  • ..., Adams, 1965; Deutsch, 1975; Romans, 1961; Leventhal, 1976). Leventhal (1976) described the equity rule as "a single normative rule which dictates that rewards and resources be distributed in accordance with recipients' contributions" (p. 94). Deutsch (1975) described the equity rule as "a proportionality between the individual's outcome of rewards and costs (i.e., of things of intrinsic value) and his inputs or contributions of assets and liabilities" (p. 144). Although other allocation rules, such as equality or need, are certainly important in many situations, the distributive justice measure in this study reflected Leventhal's (1976) conceptualization of the equity rule to maximize generalizability....

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  • ..., Adams, 1965; Deutsch, 1975; Romans, 1961; Leventhal, 1976). Leventhal (1976) described the equity rule as "a single normative rule which dictates that rewards and resources be distributed in accordance with recipients' contributions" (p. 94). Deutsch (1975) described the equity rule as "a proportionality between the individual's outcome of rewards and costs (i....

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  • ...Initially, researchers focused on the justice of decision outcomes, termed distributive justice (Adams, 1965; Deutsch, 1975; Homans, 1961; Leventhal, 1976). Distributive justice is fostered where outcomes are consistent with implicit norms for allocation, such as equity or equality. More recent work has focused on the justice of the processes that lead to decision outcomes, termed procedural justice (Leventhal, 1980; Leventhal, Karuza, & Fry, 1980; Thibaut & Walker, 1975). Procedural justice is fostered through voice during a decision-making process or influence over the outcome (Thibaut & Walker, 1975) or by adherence to fair process criteria, such as consistency, lack of bias, correctability, representation, accuracy, and ethicality (Leventhal, 1980; Leventhal et al., 1980). Efforts to explain the impact of justice on effective organizational functioning have come under the rubric of organizational justice research (Greenberg, 1987, 1990b). Research integrating procedural and distributive justice has found consistent support for a two-factor conceptualization of organizational justice (Greenberg, 1990b). For example, Sweeney and McFarlin (1993) specified a structural equation model in which distributive justice...

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  • ..., Adams, 1965; Deutsch, 1975; Romans, 1961; Leventhal, 1976). Leventhal (1976) described the equity rule as "a single normative rule which dictates that rewards and resources be distributed in accordance with recipients' contributions" (p....

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Journal ArticleDOI
TL;DR: This article examined the correlates of distributive, procedural, and interactional justice using 190 studies samples, totaling 64,757 participants, and found the distinction between the three justice types to be merited.

3,299 citations

Journal ArticleDOI
TL;DR: In this article, it is proposed that members of stigmatized groups may attribute negative feedback to prejudice against their group, compare their outcomes with those of the ingroup, rather than with the relatively advantaged outgroup, and selectively devalue those dimensions on which their group fares poorly and value those dimensions that their group excels.
Abstract: Although several psychological theories predict that members of stigmatized groups should have low global self-esteem, empirical research typically does not support this prediction. It is proposed here that this discrepancy may be explained by considering the ways in which membership in a stigmatized group may protect the self-concept It is proposed that members of stigmatized groups may (a) attribute negative feedback to prejudice against their group, (b) compare their outcomes with those of the ingroup, rather than with the relatively advantaged outgroup, and (c) selectively devalue those dimensions on which their group fares poorly and value those dimensions on which their group excels. Evidence for each of these processes and their consequences for self-esteem and motivation is reviewed. Factors that moderate the use of these strategies and implications of this analysis for treatment of stigmas are also discussed. For more than three decades, social psychological research on prejudice, stereotyping, and discrimination has examined both the content of stereotypes about a variety of social groups

3,298 citations


Cites background from "Inequity In Social Exchange"

  • ...…consequences of social comparisons of outcomes have been addressed by relative deprivation theory (e.g., Crosby, 1976), equity theory (J. S. Adams, 1965; Walster et al., 1978), and the status-value formulation of equity theory (Berger, Cohen, & Zelditch, 1972; Berger, Fisek, Norman, &…...

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References
More filters
Journal ArticleDOI
TL;DR: In this article, the authors pointed out that there is a strong functional tie between opinions and abilities in humans and that the ability evaluation of an individual can be expressed as a comparison of the performance of a particular ability with other abilities.
Abstract: Hypothesis I: There exists, in the human organism, a drive to evaluate his opinions and his abilities. While opinions and abilities may, at first glance, seem to be quite different things, there is a close functional tie between them. They act together in the manner in which they affect behavior. A person’s cognition (his opinions and beliefs) about the situation in which he exists and his appraisals of what he is capable of doing (his evaluation of his abilities) will together have bearing on his behavior. The holding of incorrect opinions and/or inaccurate appraisals of one’s abilities can be punishing or even fatal in many situations. It is necessary, before we proceed, to clarify the distinction between opinions and evaluations of abilities since at first glance it may seem that one’s evaluation of one’s own ability is an opinion about it. Abilities are of course manifested only through performance which is assumed to depend upon the particular ability. The clarity of the manifestation or performance can vary from instances where there is no clear ordering criterion of the ability to instances where the performance which reflects the ability can be clearly ordered. In the former case, the evaluation of the ability does function like other opinions which are not directly testable in “objective reality’. For example, a person’s evaluation of his ability to write poetry will depend to a large extent on the opinions which others have of his ability to write poetry. In cases where the criterion is unambiguous and can be clearly ordered, this furnishes an objective reality for the evaluation of one’s ability so that it depends less on the opinions of other persons and depends more on actual comparison of one’s performance with the performance of others. Thus, if a person evaluates his running ability, he will do so by comparing his time to run some distance with the times that other persons have taken. In the following pages, when we talk about evaluating an ability, we shall mean specifically the evaluation of that ability in situations where the performance is unambiguous and is known. Most situations in real life will, of course, present situations which are a mixture of opinion and ability evaluation. In a previous article (7) the author posited the existence of a drive to determine whether or not one’s opinions were “correct”. We are here stating that this same drive also produces behavior in people oriented toward obtaining an accurate appraisal of their abilities. The behavioral implication of the existence of such a drive is that we would expect to observe behaviour on the part of persons which enables them to ascertain whether or not their opinions are correct and also behavior which enables them accurately to evaluate their abilities. It is consequently

16,927 citations

Journal ArticleDOI
J S Adams1
TL;DR: A special case of Festinger's cognitive dissonance, the theory specifies the conditions under which inequity will arise and the means by which it may be reduced or eliminated as discussed by the authors.
Abstract: A theory of social inequity, with special consideration given to wage inequities is presented. A special case of Festinger's cognitive dissonance, the theory specifies the conditions under which inequity will arise and the means by which it may be reduced or eliminated. Observational field studies s

4,317 citations

Book
01 Jun 1980

464 citations

Journal ArticleDOI
TL;DR: In this article, two hypotheses derived from dissonance theory were tested: (a) when a person is paid by the hour, his productivity will be greater when he perceives his pay as inequitably large than when identical pay is perceived as being equitable; and (b) when the same person was paid on a piecework basis, their productivity would be less than when he perceived his pay is inequitable large.
Abstract: 2 hypotheses derived from dissonance theory were tested: (a) when a person is paid by the hour his productivity will be greater when he perceives his pay as inequitably large than when identical pay is perceived as equitable, and (b) when a person is paid on a piecework basis his productivity will be less when he perceives his pay is inequitably large than when he perceives identical pay as being equitable. The first hypothesis was sustained (p < .05) in a laboratory experiment in which 11 male college Ss earned $3.50 per hour and were induced to feel overpaid and 11 control Ss earned $3.50 per hour and were induced to feel fairly paid. The second hypothesis was sustained (p < .01) in a factorial design study in which 36 Ss were paid either $3.50 per hour or 30 cents per piece, and felt either equitably pair or inequitably overpaid. In both studies an identical task, in which Ss interviewed the general public, was used.

278 citations