The moderating impact of sex on the equity-satisfaction relationship: a field study

Article Abstract:

Previous research in the allocation of rewards has shown that the equity norm is more salient for males than females. The present study explored an implication of those findings: that males' satisfaction with an exchange relationship would be more dependent upon the equity of that relationship, relative to females'. In this field study, members of a Business Lead and Referral Club rated their own and others' inputs and outcomes into the exchange relationship, as well as their satisfaction with the relationship. Overall, satisfaction was lower in a negatively inequitable than equitable relationship, and slightly lower in an equitable than positively inequitable relationship. Furthermore, and as predicted, the above-described relationship of equity and satisfaction was considerably more pronounced for male than female club members. Further analyses revealed that the equity-satisfaction relationship was especially (a) pronounced for males in a primarily male group and (b) weak for females in an all-female group. The latter findings suggest that the salience of the equity norm may be a joint function of the sex of both members of an exchange relationship. The implications of these and other findings are discussed. (Reprinted by permission of the publisher.)

Organizational behavior, Equity (Law), Social psychology, Satisfaction, Satisfaction (Psychology)

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If at first you don't succeed, try, try again: effects of persistence-performance contingencies, ego involvement, and self-esteem on task persistence

Article Abstract:

We explored some of the factors affecting individuals' decisions to persist with a course of action. A total of 60 graduate students of varying levels of chronic self-esteem worked at a task that contained several insoluble problems (unbeknownst to the participants). One half were informed beforehand that the nature of the task was such that persistence was a wise strategy for task completion (continuous condition), whereas the remaining half were informed that the nature of the task was such that persistence was a less prudent strategy (discrete condition). Also, one half were told that their task performance was very revealing of their personality and aptitude levels (high-involvement condition), whereas the remaining half were informed that their task performance was nonrevealing of themselves (low-involvement condition). Subjects exhibited greater persistence in the continuous than discrete condition; the continuous-discrete difference was much greater in the high-involvement than low-involvement condition; and the continuous-discrete information had a greater impact on the degree of persistence exhibited by high than low self-esteem subjects. (Reprinted by permission of the publisher.)

Motivation (Psychology), Psychology, Applied, Applied psychology, Persistence, Persistence (Psychology)

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Predictors of survivors' job involvement following layoffs: a field study

Article Abstract:

We sought to delineate some of the factors associated with survivors' job involvement subsequent to layoffs. On the basis of a general model of organizational stress, we hypothesized that survivors with a strong work ethic would be more involved with their jobs than would those who had a weaker work ethic. It also was expected that workers' prior history of role ambiguity would be negatively related to their job involvement. Moreover, we explored whether these hypothesized effects would be stronger following mild or severe layoffs. Regression analyses revealed that survivors' work ethic and prior role ambiguity were related to their job involvement only in the mild layoff condition; as expected, work ethic was positively and prior role ambiguity was negatively related to job involvement. The significance as well as the limitations of these findings are discussed. (Reprinted by permission of the publisher.)

Layoffs, Employee dismissals, Employment terminations, Employment at will, Psychological research

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