Compensation satisfaction: its measurement and dimensionality

Article Abstract:

This research examined the influence of contextual variables on the factory structure of Heneman and Schwab's (1985) Pay Satisfaction Questionnaire (PSQ) and further explored the dimensionality of the compensation satisfaction construct. The PSQ is intended to measure four aspects of compensation: pay level, pay raises, pay structure-administration, and benefits. Previous research showed support for the pay level and benefit subscales, with equivocal results for the raises and structure-administration subscales. In this study, using data obtained from 1,007 employees of a manufacturing firm and 95 nursing home employees, we found that PSQ factor structure varied by employee job classification (salaried-exempt, salaried nonexempt, and hourly) and may also vary by other contextual factors such as company labor-relations compensation policy. The question of the underlying dimensionality of the compensation satisfaction construct cannot be adequately addressed by use of the current version of the PSQ. Implications for research and practice are discussed. (Reprinted by permission of the publisher.)

Compensation management, Employee benefits, Psychology, Applied, Applied psychology

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The matching model: an examination of the processes underlying realistic job previews

Article Abstract:

Using information systems and data processing personnel in 9 major insurance companies, this research assessed the validity of Wanous's (1980) matching model as a framework of the processes linking realistic job previews (RJPs) to employee adjustment and employment stability. Because the matching model is an adaption of the Theory of Work Adjustment (TWA), this study also assessed the TWA's applicability to RJP and turnover research. Structural equation methodology tested the fit of the matching model to the data of newcomers and of more tenured employees. Also, two-group structural analysis was performed to determine differences between groups. Support for the matching model was obtained with newcomer data but not with data from tenured employees. Results also supported the applicability of the TWA to RJP and turnover research. Implications of the findings to work adjustment and RJP research are discussed. (Reprinted by permission of the publisher.)

Insurance industry

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Generalizing the importance of occupational and career views to job satisfaction attitudes

Article Abstract:

The external validity of V. Scarpello and J.P. Campbell's 1983 study on job satisfaction and attitudes of workers on their occupations was tested using 806 employees from four manufacturing plants. Based on the limitations of the Minnesota Work Ajustment Project, job satisfaction and attitudes of workers on their occupations was posited to explain the inordinate amount of off-quadrant cases. Results indicate that the Scarpello and Campbell study is externally valid and may be generalized subject to limitations.

Employment, Beliefs, opinions and attitudes, Public opinion, Industrial psychology, Occupations, Employee attitudes, Industrial-organizational psychology

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