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Also known as: Organizational Justice
Equity Theory holds that people evaluate the fairness of their work relationship by comparing their input-to-outcome ratio against a referent's. Perceived inequity — under-payment or over-payment relative to comparison others — produces tension and motivates behaviors to restore…
((Avg. male pay - Avg. female pay) / Avg. male pay) * 100
(average pay of group A - average pay of group B) / average pay of group B
Unit-level mean of organizational justice item scores
Mean of organizational justice item scores
Group avg. compa-ratio = mean(Employee salary / Range midpoint) within demographic group
Change in adjusted pay gap percentage between periods
No effect-size rows tied to this construct yet. EffectSize ingest is staged behind the curator-promotion CLI; this rail fills as rows land. Ranking: |value| × quality-grade weight.
No interventions in the registry currently target this construct. The intervention library (PRN-047) fills as the curator promotes new rows from the applied organizational-development literature.
No citations explicitly link to this construct yet.