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Also known as: distributive fairness · outcome fairness · equity of rewards · perceived pay equity
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…
No instruments linked to this construct yet.
Instruments link to constructs via instrument.constructs_covered[]; this rail fills as the curator promotes new rows.
No operational HR metric is linked to this construct yet. Metrics (e.g. an attrition rate, an engagement score) operationalize a construct from systems data — a different measurement model than a survey scale — and connect operational measurement to this construct’s relationship network. See /registry/metrics.
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.