Pay, Equity, job gratifications, and comparisons in pay satisfaction

Article Abstract:

In an investigation of the determinants of pay satisfaction, we held telephone interviews with 248 fully employed men in Dane County, Wisconsin, asking about their income, job satisfaction, and other economic and demographic matters. The social and industrial-organizational psychology literature suggests that pay satisfaction could be influenced by at least four major considerations; the economic benefits received on the job, the extent to which earnings are regarded as fair or deserved, comparisons with other people's pay, and noneconomic job satisfactions. Measures of these possible determinants were established by a factor analysis of 29 items, and the index of pay satisfaction was based on another factor analysis of 8 items. Using these factors and several demographic variables in a multiple regression analysis, we found that three of our four types of psychological determinants made major contributions to predicting pay satisfaction, with the most powerful set of predictors being equity considerations, although material benefits associated with living standards and intrinsic job satisfaction were also major predictors. Social comparisons contributed virtually nothing. Small, significant effects were found for age, occupation, education, and past unemployment. Theoretical implications of the findings are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Wages, Wages and salaries

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Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment

Article Abstract:

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center. The LISREL VI computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts. (Reprinted by permission of the publisher.)

Employee loyalty

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