The effect of different types of reward allocation on future work partner preferences: An indirect test of the self-interest view

This study explored the effects of the equality and equity principles of reward allocation on future work partner choices. For this purpose, the member who performed either the best or the worst in a three-person group was asked to rate the degree to which she would prefer to work with each of the two other group members in the near future; one of the two others offered to divide the earned scores equally while the remaining group member suggested allocating the scores equitably. The results indicated that the participants preferred the person who had made an offer which was to their advantage. As a future workmate, best performers preferred the one who proposed to allocate proportionately while the worst performers chose the one who offered to distribute evenhandedly.