Underpayment and overpayment, according to equity theory, tend to ...

[magmichele12]

Underpayment and overpayment, according to equity theory, tend to produce similar reactions to correct the inequities.
 
  Indicate whether the statement is true or false

Question 2

All dimensions of fit (person-job fit and person-organization fit) are sometimes broadly referred to as person-environment fit. Explain.
 
  What will be an ideal response?

[Zack0mack0101@yahoo.com]

Answer to Question 1

FALSE
Explanation: If we perceive our ratio to be equal to that of the relevant others with whom we compare ourselves, a state of equity exists: we perceive that our situation is fair and justice prevails. When we see the ratio as unequal and we feel under rewarded, we experience equity tension that creates anger. When we see ourselves as over rewarded, tension creates guilt.

Answer to Question 2

Person-job fit and person-organization fit are considered the most salient dimensions for workplace outcomes, other avenues of fit are worth examining. These include person-group fit and person-supervisor fit. Person-group fit is important in team settings, where the dynamics of team interactions significantly affect work outcomes. Person-supervisor fit has become an important area of research since poor fit in this dimension can lead to lower job satisfaction and reduced performance. Each can predict work attitudes, which are partially based on culture. A recent meta-analysis of person-environment fit in East Asia, Europe, and North America suggested person-organization and person-job fit are the strongest predictors of positive work attitudes and performance in North America. These dimensions are important to a lesser degree in Europe, and they are the least important in East Asia.