Van Den Bos, K. (2001). Very recently, researchers Liu, Yang, and Nauta (2013) conducted a study that broadens most research on the relationships between supervisor conflict, procedural injustice and job strain.

A low level of distributive justice is associated with increased amounts of organizational counterproductive work behaviors (Kwak, 2006). B., Killmer, C. H., Siegrist, J., & Schaufeli, W. B. Episode 46: Equity Theory and its Relevance to the Workplace. 2006- Equity Theory Effects on Worker Motivation and Speed on the Assembly Line, 4. Advance your business, Advance your career. Finding out what cultures are compatible with the theory and which are not could give us insight into better ways for us to operate and why what these cultures emphasize instead works for them. A specific example of this is in the realm of pay: entitleds rate pay higher in importance than the other two equity sensitivity groups (Miles, et. Swinton, S. (2006) Adams Equity Motivation Theory: Put workplace psychology into action and increase motivation. al., 1987). Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers (social comparison). Toward an Understanding of Inequity, Journal of Abnormal and Social Psychology, Vol.67(5), pp.422-436. Lawler, E., & O'Gara, P. (1967).

Greenberg, J. While there have been various attempts at breaking down the cultural barriers that have developed within organizations across the globe, one factor that continues to need research is how cultural differences influence the equity theory (Fadil, Williams, Limpaphayom, and Smatt, 2005).

Entitleds frequently have the attitude that the world owes them a favor, so they will freely accept and seek over-reward situations. Even though the employee might ethically disagree with stealing, the employee justifies the action based upon the need to restore equity. Retrieved from https://www.mindtools.com/pages/article/newLDR_96.htmPinder, C. C. (2008). The data for this study came from “Economic incentives, values, and subjective wellbeing research project of the Survey Research Center of the Institute of Social Research, the University of Michigan (1975)”. By looking at Equity Theory on a broader scale, a more complete theory can evolve. In der Sozialpsychologie bezeichnet die Equity-Theorie einen Ansatz zur Erklärung des Verhaltens in sozialen Beziehungen auf der Grundlage der Fairness oder Unfairness der Belohnungsverteilung, der in der sozialpsychologischen Forschung von Adams (1965)[1] als eigenständige Forschungsrichtung etabliert wurde. While this is important, especially to social psychologists, new insights can be gained by looking on a larger level.

The founder of equity theory, J. Stacy Adams, admitted that cognitive methods to reduce inequity had not proven to be extremely effective.