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Book ChapterDOI

Inequity In Social Exchange

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TLDR
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.

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Citations
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Journal ArticleDOI

Sabotage in the workplace: The role of organizational injustice

TL;DR: In this paper, the authors examined the relationship between injustice and workplace sabotage and found that injustice was the most common cause of sabotage and that the source of injustice will influence the goal, target, and severity of sabotage behavior.
Book

Handbook of Industrial, Work & Organizational Psychology

TL;DR: In this article, the authors present two volumes of work and organizational psychology, focusing on individuals in organizations and personnel psychology issues, and develop a psychology of work principles that are applicable across international boundaries.
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Recipient reactions to aid

TL;DR: The authors presented a comprehensive review of research and theory on reactions to help, organized in terms of four conceptual orientations (i.e., equity, attribution, reactance, and threat to self-esteem).
Journal ArticleDOI

The Impact of Cultural Collectivism on Reward Allocation

TL;DR: For example, the authors found that the collectivism of a culture leads to different styles of reward allocation with in-group and out-group members, and the collectivistic Chinesesubjects were found to follow the equity norm more closely in dividing the group reward than the individualistic American subjects when pressure of social evaluation was removed.
Journal ArticleDOI

A Model of Middle‐Level Managers’ Entrepreneurial Behavior

TL;DR: In this paper, the authors integrate knowledge about corporate entrepreneurship and middle-level managers' behavior to link successful corporate entrepreneurship with entrepreneurial behavior. But, they do not consider the role of managers in the creation of successful companies.
References
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Journal ArticleDOI

A Theory of Social Comparison Processes

Leon Festinger
- 01 May 1954 - 
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.
Journal ArticleDOI

Toward an understanding of inequity.

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.
Journal ArticleDOI

The relationship of worker productivity to cognitive dissonance about wage inequities.

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.
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