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Please use this identifier to cite or link to this item: http://repository.fuoye.edu.ng/handle/123456789/96

Title: ‘‘Equality Theory’’ as a Counterbalance to Equity Theory in Human Resource Management
Authors: David A. Morand, Kimberly K. Merriman
Keywords: Distributive equality
Distributive justice
Status leveling
Issue Date: 16-Aug-2012
Publisher: J Bus Ethics
Citation: Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267–299). San Diego, CA: Academic Press.
Series/Report no.: 111;133-144
Abstract: This conceptual paper revisits the concept of equality as a base of distributive justice and contends that it is underspecified, both theoretically and in terms of its ethical and pragmatic application to human resource management (HRM) within organizations. Prior organizational literature focuses primarily upon distributive equality of remunerative outcomes within small groups and implicitly employs an equity-based conception of inputs to define equality. In contrast, through exposition of the philosophical roots of equality principles, we reconceptualize inputs as de facto equal and consider the systemic application of distributive equality in the form of status leveling practices. Ethical ramifications of distributive equality so viewed are explored. We conclude by arguing that, to implicitly insert a stronger ethics focus into the study and practice of HRM, perhaps there should be ‘‘equality theory’’ competing with equity theory for recognition in managerial and scholarly discourse.
URI: http://repository.fuoye.edu.ng/handle/123456789/96
Appears in Collections:Economics and Development Journal Publications

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