Equity theory/organisational

Based on the theory, employees who perceive inequity will make one of six choices:

1. change inputs (slack off)
2. change outcomes (increase output)
3. distort/change perceptions of self
4. distort/change perceptions of others
5. Choose a different referent person
6. Leave the field (quit the job)

Organisational justice

Distributive justice: Perceived fairness of the amount and allocation of rewards among individuals.

Procedural justice: the perceived fairness of the process used to determine the distribution of rewards.

Interactional justice: The perceived degree to which an individual is treated with dignity, concern and respect.

Organisational justice: An overall perception of what is fair in the workplace, comprised of distributive, procedural and interactional justice.