What drives the sense of fairness according to Equity Theory?

The core concept of Equity Theory revolves around the perception of fairness in the workplace, which is primarily driven by the comparison of one’s input/output ratio with that of peers. Individuals assess their contributions (inputs), such as effort, experience, and education, against the outcomes they receive, like salary, recognition, and benefits. By analyzing this input/output ratio, individuals can determine if they are being treated fairly in comparison to others in similar positions or roles.

This comparative analysis helps employees gauge their satisfaction and motivation levels. If they perceive that their ratio is less favorable than those of their peers, feelings of inequity can arise, potentially leading to demotivation or disengagement. In contrast, if they feel they are being treated more favorably, it can lead to increased motivation and satisfaction.

Other options focus on comparisons or evaluations that may not directly relate to the core principles of Equity Theory. For example, evaluating self-performance against personal standards looks at individual achievements without the context of peer comparisons, which is essential to Equity Theory. Thus, the emphasis on the peer comparison aspect is what makes the correct answer robust in explaining the driving forces behind the sense of fairness as articulated in Equity Theory.