FAIRNESS PERCEPTIONS AS A MODERATOR IN THE CURVILINEAR RELATIONSHIPS BETWEEN JOB DEMANDS, AND JOB PERFORMANCE AND JOB SATISFACTION.
研究发现，管理者对努力与回报公平性的感知会调节工作要求与绩效及满意度之间的倒U型关系，感知公平的管理者在中等工作要求下表现更好、更满意。
Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped demand-response relationships. In support of this hypothesis, survey results demonstrate that managers who perceive effort-reward fairness perform better and feel more satisfied in response to intermediate levels of job demands than managers who perceive "underreward unfairness."