User:DJames5/Job Satisfaction Equity Theory

Equity Theory

[[1]] Other psychologists have extended the equity theory, suggesting three behavioral response patterns to situations of perceived equity or inequity (Huseman, Hatfield, & Mile, 1987; O'Neil & Mone 1998). These three types are benevolent, equity sensitive, and entitled. The level by each type affects motivation, job satisfaction, and job performance.

Benevolent-Satisfied when they are under-rewarded compared with co-workers
Equity sensitive-Believe everyone should be fairly rewarded
Entitled-People believe that everything they receive is their just due^[1]

Reference

^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 71. ISBN 978-0205683581. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)

DJames5 (talk) 11:32, 2 May 2013 (UTC)

[1] Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 71. ISBN 978-0205683581. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)

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