MULTIDIMENSIONAL INPUT AND EQUITY JUDGMENTS IN PERSONNEL EVALUATION
Abstract:Attempted to investigate whether equity integration or an input integration model provided the best explanation of data obtained from equity judgments in personnel evaluation utilizing multidimensional input. Individual and interactive effects of 5 two-level input dimensions were examined to determine their influence on equity judgments. Ten undergraduates (5 males) were asked to divide a fixed sum of money for merit raises between two hypothetical employees who were described by 5 sets of adjectives representing 5 input dimensions. Judges utilized a rating scale to make 1 equity judgments on each of the 496 comparisons of the 31 employee patterns. The results confirmed the prediction that dissimilar dimensions would follow the rules of input integration and exhibit significant interactions, but they failed to support the equity integration hypothesis, which asserted that similar input dimensions would combine additively.
Document Type: Research Article
Publication date: January 1, 1986
More about this publication?
- The Journal's core purpose is scientific communication in the disciplines of Social Psychology, Developmental and Personality Psychology
- Editorial Board
- Information for Authors
- Submit a Paper
- Subscribe to this Title
- Terms & Conditions
- Contact the Publisher
- Manuscript Guidelines
- Ingenta Connect is not responsible for the content or availability of external websites