A preliminary study for refinement of equity preference questionnaire

Equity Preference Questionnaire (EPQ; Sauley & Bedeian, 2000) was developed as an alternative measure of Equity Sensitivity Instrument (ESI; Huseman, Hatfield, & Miles, 1987) assessing the construct of equity sensitivity. However, EQP appeared to have sub-dimensions, making it difficult to explain which the sub-factors are relavant to the equity sensitivity and causing the dispute on the validity issue, including the multidimensionality, of the measure. Current study, by using the principal component analysis, was able to confirm that EPQ was unidimensional. Besides, with the use of Item Response Theory (IRT; Embretson, & Reise, 2000), the EPQ measuere was investigated at the item level, which was unable to precisely estimate, in the classical test theory, the trait of both ‘Benevolents’ and ‘Entitleds’ comprised of equity sensitivity. Based on the results of both item and test information funcion in IRT, 6 out of 16 items were dropped from the measure due to the lack of the item information. The modified EPQ resulted in single factor as originally devised by Sauley and Bedeian(2000), and the predicting power of the revised measure remained stable. Implications are noted for further inquiry into refinement of modified EPQ.

Measurement of Equity Sensitivity: A Comparison of the Equity Sensitivity Instrument and Equity Preference Questionnaire

The psychometric properties of the Equity Sensitivity Instrument (Huseman, Hatfield, & Miles, 1985, 1987) and Equity Preference Questionnaire (Sauley & Bedeian, 2000) are compared. 173 undergraduate business majors completed several work attitude and personality measures. Results suggest that the Equity Preference Questionnaire may be a better measure of the equity sensitivity construct than the Equity Sensitivity Instrument which is typically used in research. Reliabilities for the scores on the Equity Sensitivity Instrument and Equity Preference Questionnaire were equivalent (coefficient alphas of .85 and .86, respectively); however, evidence for convergent and content validity was greater for the Equity Preference Questionnaire. Understanding individual differences in perceptions of equity and how best to measure these differences can affect workplace outcomes (e.g., turnover, employee engagement).

Empirical Comparison of Equity Preference Questionnaire and Equity Sensitivity Instrument in Relation to Work Outcome Preferences

Until the development of the Equity Preference Questionnaire in 2000, the only measure of equity sensitivity available was the Equity Sensitivity Instrument. However, only one out of nine empirical studies conducted since 2000 has used this questionnaire, perhaps given the concerns about its applicability to earlier equity sensitivity research findings. This paper empirically examined both measures in relation to work outcome preferences based on the previous study by Miles, Hatfield, and Huseman in 1994 and finds that the two questionnaires produce comparable results.