Equity sensitivity and outcome importance
研究公平敏感性理论中三类人（仁慈型、公平敏感型、特权型）对工作结果重要性的看法差异，发现他们在外在有形和内在结果上重视程度不同，对2617名银行和公用事业员工进行了检验。
Abstract One recent approach that holds promise for building a conceptual framework for a psychological individual difference variable in equity theory is Equity Sensitivity (Huseman, Hatfield and Miles, 1987). Huseman et al. identify three types of individuals — Benevolents, Equity Sensitives, Entitleds. As originally defined, these three groups vary in their desire for outcomes (e.g. pay) in a relationship. The purpose of this study is to test whether the three groups — Benevolents, Equity Sensitives, and Entitleds — vary in the importance they place on categories of outcomes. Hypotheses are tested regarding importance placed on extrinsic tangible, extrinsic intangible, and intrinsic work outcomes. The sample include 2617 employees from the banking and public utility industries. Results show that the three groups vary in the importance they place on extrinsic tangible and intrinsic outcomes, but not on the importance placed on extrinsic intangible outcomes.