Management and organizational behavior students are often overwhelmed by the plethora of motivation theories they must master at the undergraduate level. This article o fers a teaching module geared toward helping students understand how two major process theories of motivation, equity and expectancy theories and theories of organizational justice, are related and can be used to manage behavior in the work setting. This integrated approach is suggested to provide a superior learning experience by enabling students to view and utilize extant theories in work motivation as a coherent body of knowledge rather than a distinct and somewhat disparate set of individual theories. Lecture notes and instructional examples covering relevant theories are provided, followed by an experiential exercise and suggestions for guiding class discussion of the exercise and theoretical material.
Adams, J.S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
2.
Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press.
3.
Andrews, I.R. (1967). Wage inequity and job performance: An experimental study. Journal of Applied Psychology, 51, 39-45.
4.
Brockner, J., & Wiesenfeld, B.M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin,120, 189-208.
5.
Chory-Assad, R.M. (2002, Winter). Classroom justice: Perceptions of fairness as a predictor of student motivation, learning, and aggression. Communication Quarterly, 58-78.
6.
Cropanzano, R., & Folger, R. (1991). Procedural justice and worker motivation. In R. M. Steers & L. W. Porter (Eds.), Motivation and work behavior (5th ed. pp. 131-143). New York: McGraw-Hill.
7.
Dalley, R.C., & Kirk, D.J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations , 45, 305-317.
8.
Erez, A., & Isen, A.M. (2002). The influence of positive affect on the components of expectancy motivation. Journal of Applied Psychology, 87, 1055-1067.
9.
Finn, R.H., & Lee, S.M. (1972). Salary equity: Its determination, analysis, and correlates. Journal of Applied Psychology, 56, 283-292.
10.
Folger, R., & Greenberg, J. (1985). Procedural justice: An interpretive analysis of personnel systems. In K. Rowland & G. Ferris (Eds.), Research in personnel and human resources management (Vol. 3, pp. 141-183). Greenwich, CT: JAI.
11.
Folger, R., & Konovsky, M.A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115-130.
12.
Friedman, J.P. (1987). Dictionary of business terms. Hauppauge, NY: Barron's Educational Series.
13.
Goodman, P.S., & Friedman, A. (1968). An examination of the effect of wage inequity in the hourly condition. Organizational Behavior and Human Performance, 3, 340-352.
14.
Goodman, P.S., & Friedman, A. (1971). An examination of Adams' theory of inequity. Administrative Science Quarterly,16, 271-288.
15.
Greenberg, J. (1990). Organizational justice: Yesterday, today and tomorrow . Journal of Management, 16, 399-432.
16.
Greenberg, J. (1993a). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management (pp. 79-103). Hillsdale, NJ : Lawrence Erlbaum.
17.
Greenberg, J. (1993b). 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.
18.
Harder, J.W. (1991). Equity theory versus expectancy theory: The case of Major League Baseball free agents. Journal of Applied Psychology , 76, 458-464.
19.
Hubbell, A.P., & Chory-Assad, R.M. (2005, March). Motivating factors: Perceptions of justice and their relationship with managerial and organizational trust. Communication Studies, 56(1), 47-71.
20.
Konovsky, M.A., & Cropanzano, R. (1991). Perceive fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 63, 751-754.
21.
Landy, F. J., & Becker, W.S. (1987). Motivation theory reconsidered. Research in Organizational Behavior, 9, 1-38.
22.
Leventhal, G.S. (1980). What should be done with equity theory? In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27-55). New York: Plenum.
23.
Martinez-Tur, V., Peiro, J., Ramos, T., & Moliner, C. (2006). Justice perceptions as predictors of customer satisfaction: The impact of distributive, procedural, and interactional justice . Journal of Applied Social Psychology, 36, 100-119.
24.
Miner, J.B. (2003). The rated importance, scientific validity, and practical usefulness of organizational behavior theories: A quantitative review. Academy of Management Learning andEducation, 2, 250-268.
25.
Mitchell, T.R. (1974). Expectancy models of job satisfaction, occupational preference and effort: A theoretical, methodological, and empirical appraisal . Psychological Bulletin,81, 1053-1077.
26.
Moorman, R.H., Niehoff, B.P., & Organ, D.W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6, 209-225.
27.
Mowday, R.T. (1991). Equity theory predictions of behavior in organizations . In R. M. Steers & L. W. Porter (Eds.), Motivation and work behavior (5th ed., pp. 111-131). New York: McGraw-Hill.
28.
Smith, K., Jones, E., & Blair, E. (2000). Managing salesperson motivation in a territory realignment. Journal of Personal Selling and Sales Management , 20, 215-226.
29.
Stecher, M.D., & Rosse, J.G. (2005, Summer). The distributive side of interactional justice: The effects of interpersonal treatment on emotional arousal. Journal of Managerial Issues, 22, 229-246.
30.
Stecher, M.D., Rosse, J.G., Miller, J.L., & Levine, R.L. (1994, April). E fects of mood, fairness and job satisfaction on organizational citizenship behavior. Paper presented at the annual meetings of the Society for Industrial/Organizational Psychology , Nashville, TN.
31.
Stepina, L.P., & Perrewe, P.L. (1991). The stability of comparative referent choice and feelings of inequity. Journal of Organizational Behavior, 12, 185-200.
32.
van den Bos, K., Vermunt, R., & Wilke, H.A.M. (1997). Procedural and distributive justice: What is fair depends more on what comes first than what comes next. Journal of Personality and Social Psychology, 72, 95-104.
33.
Vroom, V. (1964). Work and motivation. New York : John Wiley.
34.
Wanous, J.P., Keon, T.L., & Latack, J.C. (1983). Expectancy theory and occupational choices: A review and test. Organizational Behavior and Human Performance , 32, 66-86.
