| Abstract: | Many studies have investigated the relationship between equity sensitivity and other variables of organizational importance. Although theoretical grounds support a link between equity sensitivity and job performance, to date no studies have found equity sensitivity to be a valid predictor of non self‐reported job performance in field research. The two field studies reported here empirically support this link and demonstrate that equity sensitivity may also interact with personality traits in predicting job performance. Limitations of the current investigations and future research are discussed. Copyright © 2001 John Wiley & Sons, Ltd. |
