HCBE Faculty Articles
The Relationship Between Differential Inequity, Job Satisfaction, Intention to Turnover, and Self-Esteem
ORCID
Rebecca Abraham 0000-0002-3144-7759
Document Type
Article
Publication Title
The Journal of Psychology (Interdisciplinary and Applied)
ISSN
1940-1019
Publication Date
1999
Abstract/Excerpt
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.
DOI
https://doi.org/10.1080/00223989909599734
Volume
133
Issue
2
First Page
205
Last Page
215
NSUWorks Citation
Abraham, Rebecca, "The Relationship Between Differential Inequity, Job Satisfaction, Intention to Turnover, and Self-Esteem" (1999). HCBE Faculty Articles. 866.
https://nsuworks.nova.edu/hcbe_facarticles/866
