Equity sensitivity versus egoism: A reconceptualization and new measure of individual differences in justice perceptions |
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| Affiliation: | 1. Northwestern University, Department of Industrial Engineering and Management Sciences, 2145 Sheridan Road Room C210, Evanston, IL 60208, United States;2. University of Illinois at Urbana-Champaign, School of Labor and Employment Relations, Department of Psychology, 603 East Daniel St., Champaign, IL 61820, United States;1. Department of Management, College of Business, University of Texas at San Antonio, United States;2. Research and Development, Educational Testing Service, Princeton, NJ, United States;1. Department of Psychology, University of Milan-Bicocca, Italy;2. Department of Education, University of Roma Tre, Italy;3. Department of Philosophy, Sociology, Education and Applied Psychology, University of Padova, Italy;1. Institute of Economics, University of Kassel, Germany;2. Institute of Psychology, University of Freiburg, Germany;1. University of Amsterdam, Nieuwe Achtergracht 129B, 1018 WS Amsterdam, The Netherlands;2. Justus Liebig University, Otto-Behaghel-Str. 10F, 35394 Giessen, Germany |
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| Abstract: | Traditional research on equity sensitivity has defined the construct as a dispositional preference for increased work rewards and/or a preference for reduced work inputs. We note this classic definition is more consistent with the notion of egoism, and bears little conceptual relationship to equity sensitivity per se. In contrast, we here offer a redefinition of equity sensitivity as a dispositional tendency to perceive stimuli as fair versus unfair. In Study 1, a content validity analysis of the dominant equity sensitivity measure reveals that most items assess input/reward preferences (i.e., egoism), rather than a dispositional tendency to perceive things fairly. In Study 2, we develop a Neutral Objects Fairness Orientation (NOFO) questionnaire, which exhibits discriminant validity from the classic egoism-based equity sensitivity measure. Study 3 further validates the NOFO by demonstrating 3-month retest reliability and incremental validity over the traditional egoism-based measure in predicting justice perceptions. In addition, we show that the NOFO moderates/magnifies the relationship between frequency of evaluative work events and justice perceptions. Study 4 replicates results from previous studies and shows that equity sensitivity and egoism both predict employees' perceived behavioral contributions—but only equity sensitivity does so through a mechanism of justice perceptions. |
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