A Meta-Analytic Investigation of the Use of the Equity Sensitivity Construct in Management Research

Abstract

Despite its introduction more than thirty years ago, equity sensitivity has been sparingly used as an individual differences construct in organizational research. This may be due to concerns about equity sensitivity’s overlap with other established individual differences. Thus, we take stock of whether equity sensitivity only contributes to construct proliferation or whether this relatively underutilized construct deserves more attention and use. Meta-analytic results showed that the relationships of equity sensitivity with some other individual differences constructs were quite strong, but did not approach unity (e.g., correlates -.57 with honesty-humility, .50 with Machiavellianism). The criterion-related validity of equity sensitivity is comparable to, or even greater than, that of other established individual differences variables (ρ = -.35 for organizational citizenship behavior; ρ = .32 for counterproductive work behavior; ρ = -.19 for task performance; ρ = -.28 for job satisfaction; ρ = -.30 for affective commitment). Importantly, equity sensitivity accounts for a significant portion of the variance in organizational citizenship behavior, task performance, job satisfaction, and affective commitment beyond other established individual differences variables. Ultimately, given its nomological network, equity sensitivity appears to be a negative personality trait. Especially given its incremental validity, we call for more research on this promising construct.