Efecto moderador de sensibilidad a la equidad en el modelo de evitación del trabajo
Resumen
La Teoría de Equidad de Adams (1965) propone que los individuos están motivados a ser tratados equitativamente en relación con su desempeño y el desempeño de sus compañeros; Littlewood (2009) desarrolló un modelo de evitación del trabajo inspirado en la teoría de Adams, y encontró evidencia de que médicos de un hospital público evitan el trabajo y lo hacen de acuerdo con lo pronosticado por Adams: La percepción de inequidad e insatisfacción son la antesala de la evitación o renuncia psicológica. Sin embargo, Huseman, Hatfield & Miles (1987), introducen un constructo que modera la explicación de la Teoría de la Equidad, al que denominan Sensibilidad a la Equidad. Los autores proponen que las reacciones de los individuos a la inequidad dependen de sus preferencias individuales por cocientes particulares de outcome/ input y que no todas las personas son iguales en su sensibilidad a la inequidad como lo propone Adams. Existen casos de personas que adoptan una postura abusiva que busca obtener un mayor beneficio a costa de un bajo desempeño y esfuerzo. La investigación correlacional de tipo transversal se realizó con una muestra de 216 empleados (108 bajos en abuso y 108 altos en abuso) de un centro de atención telefónica y tuvo como objetivo determinar el efecto moderador del abuso (una dimensión de sensibilidad a la inequidad) en las relaciones entre Justicia Interpersonal y Satisfacción en el Trabajo, Satisfacción en el Trabajo y Evitación del Trabajo, y Evitación del Trabajo y Bienestar Emocional, variables del modelo de evitación de trabajo. Los coeficientes de regresión no apoyan el efecto moderador de abuso en los tres pares de variables, pero el modelo de evitación del trabajo es validado en el caso de personas abusivas y es invalidado en el caso de empleados bajos en abuso.
Cómo citar este artículo: Littlewood-Zimmerman, H. F. (2011). Efecto moderador de sensibilidad a la equidad en el modelo de evitación del trabajo. Revista Interamericana de Psicología Ocupacional, 30(1), pp. 62-87
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