A tenured employee becomes dissatisfied upon learning that a new hire in a similar role has a higher salary. Which motivation theory applies to the employee's dissatisfaction?

Expectancy theory focuses on the belief that increased effort leads to better performance and, consequently, greater rewards. This theory does not directly address feelings of inequity related to salary comparisons but rather emphasizes the relationship between effort, performance, and outcome. Therefore, it is not applicable to the employee's dissatisfaction stemming from a perceived unfair salary disparity.

Agency theory deals with the relationship between principals (employers) and agents (employees) regarding decision-making and goal alignment. While it addresses motivations and incentives, it does not specifically tackle issues of salary fairness or comparisons between employees in similar roles, making it irrelevant to the situation at hand.

Reinforcement theory emphasizes the role of rewards and punishments in shaping behavior. It focuses on how positive or negative feedback influences future actions rather than addressing feelings of dissatisfaction due to perceived inequities in compensation among peers. Thus, it does not apply to the employee's context of salary comparison.