Some studies in employment setting have examined social comparisons related to well-being within the framework of equity theory. As described in chapter 5, this included the assumption that a situation perceived to be unfair in comparison with other people gives rise to negative affect (Adams, 1963; Walster & Bersheid, 1978) With respect to pay level, satisfaction has been shown to be lower as a function of relevant upward comparison, that is, when the income of others is seen to be inequitably high in relation to their inputs of skill, effort, exposure to working conditions, and so on (Adams, 1965). Similar comparative processes are likely with respect to other environmental contributors to happiness or unhappiness, here treated as “vitamins.”