A Role for Equity Theory in the Turnover Process Essay

The purpose o f the present study was to examine the usance o f blondness theory in the context of the contemporary employee turnover process. A ride was developed and tryed with 192 hospital employees use structural comparability regulateing (SEM), which placed satisfaction and intention to quit as intermediarys of employee turnover. The replys strongly support the present precedent, but also suggest a role for different mediators, more or little of which are suggested for future look for.Equity theory (Adams, 1963, 1965) continues to be a major computer simulation stimulating considerable research regarding practise motivation in new-fashi singled years (Bretz & Thomas, 1992 Carr, McLoughlin, Hodgson, & Maclachlan, 1996 Glass & Wood, 1996 Greenberg, 1990 Harder, 1991, 1992 Huseman, Hatfield, & Miles, 1985, 1987 Johnson & Johnson, 1991 Joshi, 1990 King & Miles, 1994 King, Miles, & Day, 1993 Miles, Hatfield, & Huseman, 1994 Perry, 1993 Sheehan, 1993 Sweeney, 1990 cutting edge Dierendonck, Schaufeli, & Sixma, 1994). Briefly summarized, paleness theory suggests that an employee compares the ratio of his or her outcomes to inputs to the ratio of outcomes to inputs of some referent other. Employees who perceive themselves in an inequitable situation will be dissatisfied and will try to reduce the in beauteousness.Although Adams (1963,1965) proposed a number of shipway that employees might reduce inequity, research concerned with organizations has tended to focus on employee reactions to ante up inequity, such(prenominal)(prenominal) as low performance and dissatisfaction (Greenberg, 1990). Leaving the situation (i.e., military volunteer turnover) was also postulated as a tension reaction mode by Adams ( 1 963, 1965), but only a few studies have examined the reach of inequity perceptions on turnover in the context of contemporary ideas regarding a turnover process (e.g., Horn & Griffeth, 1995 Mobley, 1977). The purpose of the present study is to test the consanguinity amongst equity perceptions and turnover at heart the context of such a contemporary turnover process model.The authors greatly appreciate the comments of spear Hom, Debra Cohen, Peggy Lewis, and two anonymous reviewers on earlier versions of this paper.1018 GRIFFETH AND GAERTNEREarly research into the equity-turnover relationship, using aggregate order of turnover, found assorted results. For example, Telly, French, and Scott (1971) found aggregated perceptions of equity within subunits of an organization to be profoundly related to that subunits turnover rate for the previous 11 months on five of the heptad dimensions (e.g., supervision, social aspects). Dittrich and Carrel1 ( 1 979) developed and well-tried a five-dimension measure of equity perceptions that they called the Organizational Fairness Questionnaire (OFQ).They found that the five factors ( net income rules, break administration, course pace, pay level, and rule administration) un derlying the OFQ were not prophetic of turnover rates by department. However, pay rules (a factor that combines comparings of ones own pay to that of coworkers with the pallidity of the rules for granting pay increases and promotions) and work pace ( elegantness of the supervisor in maintaining a fair pace of work activity) were predictive of absence. While not deally predictive of turnover, employee perceptions of the fairness of pay rules and equality of pay among coworkers and of supervisor consider of the work pace were strongly predictive of transmission line satisfaction ( R 2 = S8).Equity and Individual TurnoverAt the individual level, tests of a direct relationship among equity perceptions and turnover have also had mixed results. For example, Oldham, Kulik, Ambrose, Stepina, and Brand ( 1 986) found that equity perceptions in combination with product line complexity descriptions were marginally predictive ofturnover. Vecchio, Griffeth, and Homs (1986) initial findin gs were that perceptions of supervisor control over work-pace equity were significantly related to turnover. However, when leader-member exchange quality was added, this covariant fully mediated the equity-turnover relationship.Finally, Randall and Mueller (1995) found no significant direct relationships among turnover and distributive or procedural rightness perceptions. They suggested two believable explanations for this lack of significant findings. First, the effect of equity on turnover is not direct, but alternatively is mediated by several other variables such as pipeline satisfaction, organizational commitment, and intention to stay. Second, a lack of alternate employment opportunities among the nurses in their sample induced them to stay despite likely inequities. This latter explanation seems less probable since turnover and shortage rates among nurses remained high into the mid-1990s (Hom & Griffeth, 1995).Another set of studies has examined the relationship of eq uity perceptions to intention to stay. The results in these studies have also been mixed. Scholl, Cooper, and McKenna ( 1 987) found that comparisons using others outside the companion in similar phone lines and comparisons of ones own pay in the past were significant predictors of turnover intentions. However, Ronen (1 986) found that neither equity referent (others inside the organization or others outside the organization) nor job level (skilled workers vs. managers) was significantlyrelated to turnover intentions. Finally, Berg (1991) found that global perceptions of equity were significant predictors of intention to stay among television employees. Strictly speaking, however, Berg did not very measure equity. Instead, he asked employees to assess their perceptions of fairness without reference to some comparison other.Again, it seems plausible, especially based on Adams (1 963, 1965) theory, that jobdissatisfaction would be the immediate result of inequity perceptions, media ting the effects on turnover intentions and actual turnover. In conclusion, these studies read relatively weak or inconsistent support regarding the relationship between inequity perceptions and turnover. There are several reasons for this inconsistency. First, all of these studies examined the direct allure of equity on turnover, generally ignoring the mediating role of felt tension of job dissatisfaction (Adams, 1963, 1965). Some studies attempted to link equity perceptions to intention to stay (or quit), a weak test of the equityturnover relationship.According to Steel and Ovalle (I 984), intention to quit is a relatively poor surrogate for actual turnover, typically accounting for less than 25% of turnover variance. more thanover, the earlier studies were unable to take advantage of recent advances in the study of turnover identifying the process of employee turnover (Horn & Griffeth, 1991, 1995 Hom, Griffeth, & Sellaro, 1984 Mobley, 1977). Contemporary turnover theorists pos it a series of cognitive and affective linkages translatingjob dissatisfaction into turnover cognitions and behavior. perhaps the major helplessness of each of these studies was the omission of satisfaction as a mediating variable.More recent models that propose linkages between equity and turnover explicitly incorporate perception of equity as an exogenous variable that has an encounter on turnover via job satisfaction and quit intentions (Hulin, Roznowski, & Hachiya, 1985 Price & Mueller, 198 1). dickens studies have placed the equity-tumover relationship within the context of such a process model. Summers and Hendrix (1991) included perceptions of pay equity for comparisons with a generalized other (someone of similar knowledge, skills, and abilities), self-importance (past), others inside the company, and others outside the company. Respondents were then asked to select the common chord more or less important referents. Only the equity perceptions with regard to the single most important referent were used as a measure of pay equity.Of respondents, 6% chose others outside of the company as their most important referent. A generalized other was the most frequently selected, followed closely by self (past). The model test revealed a significant mediated relationship between pay equity and turnover. The significant and hypothesized intervening variables were pay satisfaction, overall job satisfaction, and intention toleave. Iverson and Roy (1994) performed a relatively comprehensive test of the Price and Mueller (1981, 1986) turnover model, which specifically includes elements of equity perceptions of various benefits and pay in relationship to coworkers. Although the coefficient of correlation coefficient for the relationship between equity and job satisfaction was positive and significant, the hypothesized and rewrite model yielded a negative (also significant) relationship between the two variables. such a reversal may be indicative of multicollinea rity (Neter, Wasserman, & Kutner, 1990) and suggests that a more parsimonious model might be practical. A second weakness of this test of the equity-turnover relationship is the use of behavioral commitment, or intention to stay, rather than actual turnover as the ultimate dependent variable (Steel & Ovalle, 1984). However, two the hypothesized and the revised model confirm affect Cjob satisfaction) as a mediator of the relationship between equity and intention to stay. For both of the process model tests, the conceptualization of equity was narrowly limited to dispersional outcomes, such as pay and benefits (Iverson & Roy, 1994 Summers & Hendrix, 1991) or to comparison others inside the organization (Iverson & Roy, 1994).Prior research has found multiple comparison others to be important and, although pay seems to miss perceptions of equity (Berg, 1991 Scholl et al., 1987 Summers & Hendrix, 1991), other facets are also important (Oldham et al., 1986 Telly et al., 1971 Vecchio et al., 1986 Wilhelm, Herd, & Steiner, 1993). It is the first-string purpose of the present investigation to reexamine the role of equity perceptions within the context of contemporary turnover theory and empirical research at the individual level of analysis. Toward this end, a model of this process is developed and tested based on equity theory. Both the predictive and nomological validity of this model are examined using structural equation modeling (SEM). This model and the hypothesized relationships among the model constructs are shown in Figure 1.Model DevelopmentThe present model posits a turnover process initiated by perceptions ofinequity in relationship to three key determinants of job satisfaction pay satisfaction, satisfaction with ones supervisor, and satisfaction with the work itself. We postulate perceptions of inequity as determinants of these facets of job satisfaction, and, in doing so, we expand on two components of Adams (1 963, 1965) equity theory. First, Adams c onceptualization of equity as concerned with the ratio of inputs to outcomes only (distributive justice) reflects the contemporaneous understanding of justice.More recently, justice has been characterized as a process, and researchers have delineated two pregnant elements in addition to distributive justice as important to explaining perceptions of justice (Bies & Moag, 1986 Greenberg, 1990). These two elements are procedural justice, which refers to the rules and procedures used to arrive at the distribution of outcomes, and interactional justice, which refers to the way those who carry out the process relate to the pass receiver party (Bies & Moag, 1986 Greenberg, 1990). While these elements tend to be highly correlated, each unambiguously adds to our understanding of the justice perceptions and reactions to those perceptions (Folger & Konovsky, 1989 McFarlin & Sweeney, 1992).