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Equity, Intergroup bias and Interpersonal bias in Reward allocation

Equity, Intergroup bias and Interpersonal bias in Reward allocation Decisions to allocate rewards to ingroup and outgroup members are under the dual pressures of equity and intergroup bias. This study examined variations in equity and bias resulting from the incongruity and salience of intergroup status. Incongruity arose from a mismatch between high subjective and low accorded status. Congruity occurred when subjective status and accorded status were both high or both low. By pairing school classes with known subjective and accorded statuses, an incongruous and a congruous status setting were derived naturally. The setting was made either salient or nonsalient experimentally. It was hypothesized that bias would progressively increase, and equity would progressively decrease, with incongruity and salience. Each set of hypotheses was partially supported. Further data analysis showed a robust tendency to under‐reward both ingroup and outgroup members. This interpersonal negativity bras was shown by incongruous status allocators either when rewarding superior performance or in the salient condition. Apparently, it served to safeguard personal rather than social identity. The implications for equity and social identity theories were discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png European Journal of Social Psychology Wiley

Equity, Intergroup bias and Interpersonal bias in Reward allocation

Ng, Sik Hung
European Journal of Social Psychology , Volume 16 (3) – Jul 1, 1986
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References (29)

Publisher
Wiley
Copyright
Copyright © 1986 John Wiley & Sons, Ltd
ISSN
0046-2772
eISSN
1099-0992
DOI
10.1002/ejsp.2420160304
Publisher site
See Article on Publisher Site

Abstract

Decisions to allocate rewards to ingroup and outgroup members are under the dual pressures of equity and intergroup bias. This study examined variations in equity and bias resulting from the incongruity and salience of intergroup status. Incongruity arose from a mismatch between high subjective and low accorded status. Congruity occurred when subjective status and accorded status were both high or both low. By pairing school classes with known subjective and accorded statuses, an incongruous and a congruous status setting were derived naturally. The setting was made either salient or nonsalient experimentally. It was hypothesized that bias would progressively increase, and equity would progressively decrease, with incongruity and salience. Each set of hypotheses was partially supported. Further data analysis showed a robust tendency to under‐reward both ingroup and outgroup members. This interpersonal negativity bras was shown by incongruous status allocators either when rewarding superior performance or in the salient condition. Apparently, it served to safeguard personal rather than social identity. The implications for equity and social identity theories were discussed.

Journal

European Journal of Social Psychology – Wiley

Published: Jul 1, 1986

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