Equity and workplace status: A field experiment.

Abstract

There can be little doubt about the existence of certain trappings of success in organizations—physical symbols (cf . Good sell, 1977 ) reflecting the organizational status of job incumbents (Steele, 1973). Indeed, previous research has confirmed that certain indicators of status demarcation (cf. Konar & Sundstrom, 1985) , such as large offices (Langdon, 1966), carpeting (Joiner, 1976) , and proximity to windows (Halloran, 1978), are recognized as rewards symbolizing one's high standing in an organizational status hierarchy. Although these environmental rewards typically are associated with relatively highstatus individuals, thereby reinforcing the social order of organizations (Edelman, 1978), there are some occasions in which the status of th e jo b incumbent and th e physical symbols associated with that status are not matched (Wineman, 1982). Such instances may be recognized as cases of status inconsistency, (cf. Stryke r & Macke, 1978) and, as such, reactions to them may be explained by equity theory (e.g., Adams, 1965; Walster , Walster, & Berscheid, 1978).

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