Which Motivation Theory suggests that employees compare their job inputs and outputs to others to assess fairness?

Question

BlackTom AI · Accepted Answer

In addressing the question, we start by identifying what the prompt asks: which Motivation Theory posits that employees compare their job inputs and outputs to others to gauge fairness.
Option 1: Herzberg’s Two-Factor Theory. This theory separates factors into hygiene and motivators and emphasizes how certain conditions prevent dissatisfaction and others promote satisfaction, but it does not focus on social comparisons of inputs and outputs to judge fairness. Therefore, this option is incorrect in relation to the stated concept.
Option 2: Goal-setting Theory. This theory centers on the idea that specific, challenging goals and feedback drive performance, not on fairness judgments based on comparisons with others. Hence, this choice does not match the described theory.
Option 3: Expectancy Theory. This framework links effort, performance, and outcomes through expectancy, instrumentality, and valence. While it explains motivation in terms of perceived connections between actions and rewards, it does not inherently address comparing inputs and outputs with others to assess fairness. Thus, this option is not aligned with the concept.
Option 4: Equity Theory. This is the theory that explicitly uses social comparison to evaluate fairness, where employees assess their own inputs (effort, skills, time) and outputs (pay, recognition) relative to others, and adjust motivation accordingly. This directly matches the described concept, making it the correct choice.

33:620:302:12 MANAGEMENT SKILLS Midterm Section 12 - Fall 2025

Which Motivation Theory suggests that employees compare their job inputs and outputs to others to assess fairness?

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