EQUITY AND WORKPLACE STATUS - A FIELD EXPERIMENT
EQUITY AND WORKPLACE STATUS - A FIELD EXPERIMENT
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DOI：
10.1037/0021-9010.73.4.606
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发表时间：
1988-11-01
影响因子：
9.9
通讯作者：
GREENBERG, J
中科院分区：
文献类型：
--
作者：
GREENBERG, J
在一项现场实验中，一家大型保险公司承保部门的198名员工被随机临时分配到地位更高、更低或地位相同的同事的办公室，而他们自己的办公室正在装修。本研究测试的假设，来自公平理论，即地位价值的临时办事处将创建增加，减少，或没有变化的组织成果水平。由此产生的绩效模式支持公平理论。具体而言，相对于那些被重新分配到平等地位办公室的工人，那些被重新分配到更高地位办公室的工人提高了他们的绩效（对薪酬过高不公平的反应），而那些被重新分配到较低地位办公室的工人降低了他们的绩效（对薪酬过低不公平的反应）。正如假设的那样，这些性能变化的大小与遇到的状态不一致的程度直接相关。这些研究结果的价值，在扩展到非货币成果领域的公平理论进行了讨论。
In a field experiment, 198 employees in the underwriting department of a large insurance company were randomly reassigned on a temporary basis to the offices of either higher, lower, or equal-status coworkers while their own offices were being refurbished. The present study tested the hypothesis, derived from equity theory, that the status value of the temporary offices would create increases, decreases, or no change in organizational outcome levels. The resulting pattern of performance supported equity theory. Specifically, relative to those workers reassigned to equal-status offices, those reassigned to higher status offices raised their performance (a response to overpayment inequity) and those reassigned to lower status offices lowered their performance (a response to underpayment inequity). As hypothesized, the size of these performance changes was directly related to the magnitude of the status inconsistencies encountered. The value of these findings in extending equity theory to the realm of nonmonetary outcomes is discussed.