Which of the following could be a consequence of an employee feeling negative inequity?

• A. Improved work performance
• B. Increased organizational commitment
• C. Greater trust in management
• D. Decreased job satisfaction

Answer: (D)

Verified step by step guidance

1. Step 1: Understand the concept of equity theory in organizational psychology, which suggests that employees compare their input-output ratio to that of others to assess fairness.
2. Step 2: Define negative inequity as a situation where an employee perceives that their inputs (effort, skills, time) are greater than the outputs (salary, recognition) compared to others.
3. Step 3: Identify common psychological and behavioral consequences of negative inequity, such as feelings of dissatisfaction, reduced motivation, and decreased trust.
4. Step 4: Analyze each option in the problem by considering whether it aligns with typical reactions to negative inequity; for example, improved work performance and increased organizational commitment are unlikely outcomes.
5. Step 5: Conclude that decreased job satisfaction is a typical consequence of negative inequity because the employee feels unfairly treated, leading to negative emotions and attitudes toward their job.