The relationship between differential inequity, job satisfaction, intention to turnover, and self-esteem
Abraham, R.
Journal of Psychology 133(2): 205-215
1999
ISSN/ISBN: 0022-3980 PMID: 10188267 DOI: 10.1080/00223989909599734Document Number: 644474
This study was an examination of differential inequity or underreward in working conditions, originating from the discrepancy between individual working conditions and those of comparative referents. In its exploration of the outcomes of inequity in working conditions, the study fills a gap in the literature because most such studies have been primarily devoted to investigations of pay inequity. Empirically, it is an investigation of elements of differential inequity as antecedents of job satisfaction and intentions to turnover and of self-esteem as a moderator of inequity-criteria relationships. Significant relationships between system and age inequity and job satisfaction and between company inequity and intention to turnover were found. Self-esteem significantly moderated the global inequity-job satisfaction and global inequity-intention to turnover relationships.