The predictive and interactive effects of equity sensitivity in teamwork‐oriented organizations
两项实地研究证实公平敏感性可预测非自评的工作绩效，并发现其与人格特质存在交互作用，对组织管理实践有参考价值。
Abstract Many studies have investigated the relationship between equity sensitivity and other variables of organizational importance. Although theoretical grounds support a link between equity sensitivity and job performance, to date no studies have found equity sensitivity to be a valid predictor of non self‐reported job performance in field research. The two field studies reported here empirically support this link and demonstrate that equity sensitivity may also interact with personality traits in predicting job performance. Limitations of the current investigations and future research are discussed. Copyright © 2001 John Wiley & Sons, Ltd.