Employees perceive what they get from a job situation (outcomes) in relation to what they put into it (inputs) and then compare their input-outcome ratio with the input-outcome ratios of relevant others.
Is, in equity theory, the other persons, the systems, or the personal experiences against which individuals compare themselves to assess equity.
The choice of a particular set of referents is related to the information available about referents as well as to the perceived relevance.
The five core job dimensions are skill variety, task identity, task significance, autonomy, and feedback.
Internal rewards are obtained when:
An employee learns ( knowledge of results ) through ( feedback ) that he or she personally ( experienced responsibility through autonomy of work ) has performed well on a task that he or she cares about ( experienced meaningfulness through skill variety, task identity, and/or task significance ).