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Reactions to Unfairness
The theory outlines several potential reactions to perceived inequity, which are
summarized in Table 14.1 "Potential Responses to Inequity". Oftentimes, the
situation may be dealt with perceptually, by distorting our perceptions of our own or

referent’s inputs and outputs. For example, Marie may justify the situation by
downplaying her own inputs (“I don’t really work very hard on this job”), valuing the
outputs more highly (“I am gaining valuable work experience, so the situation is not
that bad”), distorting the other person’s inputs (“Spencer really is more competent
than I am and deserves to be paid more”) or distorting the other person’s outputs
(“Spencer gets $14 but will have to work with a lousy manager, so the situation is not
unfair”).
Table 14.1 Potential Responses to Inequity
Reactions to
inequity Example

Distort Changing one’s thinking to believe that the referent actually is
perceptions more skilled than previously thought

Increase referent’s Encouraging the referent to work harder
inputs

Reduce own input Deliberately putting forth less effort at work. Reducing the
quality of one’s work

Increase own Negotiating a raise for oneself or using unethical ways of
outcomes increasing rewards such as stealing from the company

Change referent Comparing oneself to someone who is worse off

Leave the Quitting one’s job
situation

Seek legal action Suing the company or filing a complaint if the unfairness in
question is under legal protection
Source: Based on research findings reported in Carrell, M. R., & Dittrich, J. E.
(1978). Equity theory: The recent literature, methodological considerations, and new
directions. Academy of Management Review, 3, 202–210; Goodman, P. S., &
Friedman, A. (1971). An examination of Adams’s theory of inequity. Administrative
Science Quarterly, 16, 271–288; Greenberg, J. (1993). Stealing in the name of
justice: Informational and interpersonal moderators of theft reactions to
underpayment inequity. Organizational Behavior and Human Decision
Processes, 54, 81–103; Schmidt, D. R., & Marwell, G. (1972). Withdrawal and
reward reallocation as responses to inequity. Journal of Experimental Social
Psychology, 8, 207–211.
Another way of addressing perceived inequity is to reduce one’s own inputs or
increase one’s own outputs. If Marie works less hard, perceived inequity would be
reduced. And, indeed, research shows that people who perceive inequity tend to
[2]
reduce their work performance or reduce the quality of their inputs. Increasing

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