Abstract
This study uses the person-environment fit approach to assess the dissatisfaction one has towards co-workers who fail to carry their own weight, in groups of varying sizes. It is posited in these researches that in large groups where situations are more likely to be inequitable, highly sensitive people are more intolerant of inequity and thus more dissatisfied with their co-workers, compared with less sensitive ones. Sensitivity was measured as a personality trait by the 16PF (Cattell et al 1987) and group size (obtained from company records) was the objective measure of the work environment. On the basis of data from 257 factory workers in Wales, UK, results of hierarchical multiple regression generally indicated that the relationship between sensitivity and co-worker satisfaction are moderated by group size such that the relationship is positive in small groups and negative in large groups.
Highlights
There is an abundance of research that examined the degree of fit between the person and the environment i.e. person-environment fit or P-E fit and how that is associated with satisfaction (Kristof, 1996)
The objective of this study is to examine the interaction between equity sensitivity and group size and how that is associated with co-worker satisfaction
Tests of hierarchical multiple regression were used to determine the significance of the interaction term on co-worker satisfaction
Summary
There is an abundance of research that examined the degree of fit between the person and the environment i.e. person-environment fit or P-E fit and how that is associated with satisfaction (Kristof, 1996). No studies have attempted to use P-E fit theory to explain why some people are more dissatisfied than others even though they are all placed in the same inequitable situation. Equity theory as proposed by Adams, (1963, 1965) assumes that all people are intolerant of inequity. This research examines the personality trait of sensitivity and aims to show how people who are highly sensitive are more intolerant of inequitable situations compared with less sensitive people. The objective of this study is to examine the interaction between equity sensitivity (person) and group size (work environment) and how that is associated with co-worker satisfaction (dependent variable). Does the relationship between equity sensitivity and co-worker satisfaction vary with group sizes? Does the relationship between equity sensitivity and co-worker satisfaction vary with group sizes? This is the main research question that this study aims to answer
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