The equity theory of motivation states that an an employee compares his or her job's input-outcome ratio with that of relevant others and then corrects any inequity.
The referents are the persons, systems, or selves against which individuals compare themselves to assess equity. The theory originally focused on distributive justice, which is the perceived fairness of the amount and allocation or rewards among individuals.
More recently, the equity theory focused on the procedural justice, which is the perceived fairness of the process used to determine the distribution of rewards.
The referents are the persons, systems, or selves against which individuals compare themselves to assess equity. The theory originally focused on distributive justice, which is the perceived fairness of the amount and allocation or rewards among individuals.
More recently, the equity theory focused on the procedural justice, which is the perceived fairness of the process used to determine the distribution of rewards.