Running head: Distributive Justice

Distributive Justice: Social Comparisons and Their Effects on Turnover Rates Lawrence Houston III and David R. Earnest University of Memphis Abstract This proposed study seeks to analyze the equity theory and investigate the impac t that upward comparisons, downward comparisons, lateral comparisons, and precon ceived notions of fairness have on perceptions of distributive justice and organ izational commitment. Participants will estimate perceptions of distributive jus tice and organizational commitment after reading a paper-based vignette varying in respect to the disclosure of a comparison other s salary. Results yielded from th is study will be used to determine the effects of these various comparison other s and preconceived notions of fairness have on perceptions of equity, distributi ve justice, and organizational commitment. Distributive Justice: Social Comparisons and Their Effects on Turnover R ates Much research indicates that perceptions of distributive injustice are highly re lated to attrition (Roberts, Coulson, & Chonko, 1999). Although comparing onesel f to others has been a basic aspect of human experience, within organizations, c omparing oneself to others often influences employees perceptions of distributive j ustice (i.e., wage equity). Traditionally, organizations and researchers have co nfined comparison others to someone similar, overlooking the effects of upward a nd downward comparisons and preconceived notions of fairness. In Adams s (1965) semi nal paper, which was founded on the social comparison theory, Adams hypothesized that people pursue balance between their input and outcomes gained from their w ork in comparison with a similar other. Disturbance of this balance will result in neg ative ramifications, namely a reduction in work motivation that may potentially lead to employee turnover. This proposed study seeks to analyze Adams equity theory and build upon prior research by offering a broader perspective on determining what constitutes a comparison other and their relative effects on perceptions of distributive justice and organizational commitment. Participants in this proposed study will be randomly assigned to one of three gr oups. Each group will read a paper-based vignette varying across groups in respe ct to the disclosure of a comparison other s salary: (1) lateral comparisons, (2) up ward comparisons, and (3) downward comparisons. Participants will report preconc eived notions of fairness and estimate perceptions of distributive justice and o rganizational commitment by completing a structured survey. By investigating the independent effects of each comparison other and preconceived notions of fairne ss, this study will provide evidence regarding how organizations can effectively apportion fair wages across jobs in a way that reduces distributive injustice a nd increases organizational commitment.