Abstract

In this study, reviewing some literatures on distributive and procedural justice in social psychology, it was examined the following three hypothesis by a simulation experiment. First, when the coworker's needs are recognized, the person's dissatisfaction with disadvantageous inequity (under reward) will be less than when the needs are not recognized. Secondly, in familiar relationship with coworker, both dissatisfaction with disadvantageous and advantageous inequity will be less than in unfamiliar relationship. Lastly, when the rewards are allocated by him/her-self, both dissatisfaction with disadvantageous and advantageous inequity will be less than when rewards are allocated by another person. Independent variables were coworker's need (non-need, need), familiarity (Familiar, unfamiliar), distribution type (under, equitable, over reward) and allocator (self, another person). All the independent variables were manipulated in hypothetical dyadic cowork situation where the rewards are divided equally by including informations of the coworker's need, familiarity with coworker, the amounts of each other's work, and the allocator. The experimental design was coworker's need (2) × distribution type (3) × familiarity (2) × allocator (2) factorial design with repeated last two factors. Supporting all the hypothesis, the results showed 2 way interactions of distribution type with coworker's need, familiarity, and allocator respectably as predicted. And somewhat complex interaction (4 way interaction) effect was also significant. The implication of the results were discussed in the context of limits of equity theory and some further research problems were suggested.