Understanding multiple dimensions of compensation satisfaction

We conducted meta-analyses of multiple dimensions of compensation satisfaction. An examination of 213 samples from 182 studies yielded several interesting findings of importance to practice and future research. We examined the relationships among four dimensions of compensation satisfaction (pay level, pay raises, benefit level, pay structure and administration satisfaction), and found that the three dimensions related to direct pay are highly related to one another. The relationships between benefits and the three direct pay dimensions were modest. We also analyzed antecedents, correlates, and consequences of the four compensation satisfaction dimensions. The antecedents of pay raise satisfaction have received the most attention, and our results indicate that both perceptual (e.g., perceptions of the basis for a pay raise) and objective (i.e., the amount of the pay raise) antecedents play roles in determining pay raise satisfaction. Previous research on the relationship between employee costs for benefits and benefit satisfaction have been inconclusive. The meta-analysis yields a modest, negative relationship between employee costs and benefit satisfaction. Additional results provide the foundation for our discussion of the current state of research in these areas, recommendations for practice, and suggestions for future research.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

Antecedents of employees' mental health—The role of career and work satisfaction

It was hypothesized that individual and situational variables, as a whole, will show stronger relationships with work-related attitudes than with mental health indices. Work-related attitudes, on the other hand, were expected to contribute more strongly to mental health than the individual and situational variables. Results obtained from two groups of staff professionals and retail store managers, using primarily questionnaire data, supported these hypotheses. Career and work satisfaction emerged as the strongest contributors to mental health. Situational variables such as job characteristics, supervisory style, and pay related more strongly to the attitudinal variables than to mental health. This pattern suggests that career and work satisfaction may serve as intervening variables in the relationship between situational variables and mental health.     

Relationships Among Self-Efficacy,Pay-for-Performance Perceptions,and Pay Satisfaction: A Korean Examination

This study is an effort to extend our understanding of the antecedents of pay satisfaction, particularly in multiple South Korean firms. We first examine the impact of self-efficacy on overall pay satisfaction and three of its subdimensions: satisfaction with pay level, satisfaction with benefits, and satisfaction with pay structure/administration. Next, we assess the moderating effects of pay-for-performance perceptions on the relationship between self-efficacy and pay satisfaction. Results from 256 employees in four South Korean companies support the proposed hypotheses that self-efficacy is negatively related to overall pay satisfaction and its three subdimensions. We also found support for the moderating role of pay-for-performance perceptions on the self-efficacy–pay satisfaction relations, for all pay satisfaction subdimensions except pay-level satisfaction. We discuss implications, future research directions, and limitations of this study.     

Morale and Job Satisfaction Among Nurses: What Can Hospitals Do?

In an attempt to account for morale and job satisfaction among 314 nurses, this study investigated the influence of work-related and interpersonal variables. Morale on the unit was directly related to supervisor support, co-worker relationships, and work recognition. Personal morale was accounted for by recognition, physical environment, the job itself, and pay. Job satisfaction was predicted by personal morale, work commitment, job clarity, work pressure, and innovation. Suggestions for improving nurse morale and job satisfaction are made.     

Personality similarity,perceptual accuracy,and relationship satisfaction in dating and married couples

The association between actual and perceptual personality similarity and perceptual accuracy on relationship satisfaction is examined in 191 couples. Self‐ and partner ratings of personality were assessed using the Revised NEO Personality Inventory ( P. T. Costa & R. R. McCrae, 1992 ) and relationship satisfaction using the Relationship Assessment Scale ( S. S. Hendrick, A. Dicke, & C. Hendrick, 1998 ). Actual and perceptual similarity and perceptual accuracy were quantified using the index of profile agreement (R. R. McCrae, 1993 ) and L. J. Cronbach and G. C. Gleser's (1953) D‐indices. These indices showed large variability in personality profiles within couples and considerable perceptual accuracy between raters. Actual similarity was positively associated with female relationship satisfaction, controlling for personality traits of both partners. Moreover, partial support was obtained for the positive associations between perceptual similarity and accuracy and relationship satisfaction.     

THE RELATIONSHIP BETWEEN PAY-FOR-PERFORMANCE PERCEPTIONS AND PAY SATISFACTION

A study was conducted with 104 hospital employees to assess the relationship between pay-for-performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi-item measure of pay-for-performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfaction are discussed.     

Implementation and evaluation of a first-year university induction support programme for business students in Spain

This paper reports new evidence on students’ evaluation of a first-year induction experience programme and examines the relationship between gender and perceptions. The programme was provided to 610 business studies students at the University of Granada (Spain). The programme includes individual and group sessions providing psychosocial and instrumental support. Gender differences were investigated using nonparametric techniques. Structural equation models were used to test relationships between variables of overall satisfaction with the programme and its activities and the moderating effects of gender. The results obtained show that gender significantly influences enrolment and satisfaction with the programme and with the individual sessions. Satisfaction with group and individual activities is directly related to overall satisfaction with the programme. Gender has a moderating effect on the relation of overall satisfaction with individual sessions.     

Validity Evidence for Measures of Procedural/Distributive Justice and Pay/Benefit Satisfaction

A brief review reveals confusion regarding relationships among constructs of pay and benefits satisfaction and distributive and procedural justice. Nonetheless, the literature yields measures for each of these variables that show promise for future theoretical development. A validation study for four of these scales involved 154 working adults across a variety of organizations and industries.Data were analyzed via interitem and interscale correlations and confirmatory factor analysis. Analytical products provide evidence of scale reliability, homogeneity, and convergent and discriminant validity. Correlations were also calculated between the satisfaction and justice variables, income, and other attitudinal constructs, including organizational commitment, job satisfaction, propensity to resign, and work effort. The resulting pattern of relationships not only provides evidence of construct validity, but also suggests that the reward satisfaction and fairness variables, although related, contribute uniquely to several aspects of organizational life.     

Keeping up with the Joneses: a field study of the relationships among upward, lateral, and downward comparisons and pay level satisfaction

The authors examined the relationship between the direction of pay comparisons and pay level satisfaction. They hypothesized that upward pay comparisons would significantly predict pay level satisfaction, even when controlling for other comparisons. Results reported in 2 samples (U.S. sample, N = 295; Belgian sample, N = 67) generally supported this hypothesis. Analyses showed that individuals who were paid much less than their upward pay comparison were dissatisfied with their pay level. The highest levels of pay level satisfaction were observed when actual pay was congruent with the upward comparison pay level. There was also evidence that individuals who were paid much more than their upward pay comparison were dissatisfied with their pay level. However, the negative effects of overreward on pay satisfaction were considerably smaller than were those of underreward.     

组织信任对员工态度和离职意向、组织财务绩效的影响

为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型（HLM：hierarchical linear modeling）分析的结果显示：组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果;组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节（加强）作用。在组织方面,结构方程模型的分析结果显示：组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效     

Organizational Structure,Context, and Climate: Their Relationships to Job Satisfaction at Three Managerial Levels

Managers from 120 organizations (183 men and 27 women) from four major Canadian urban centers were surveyed about their job satisfaction. Seven aspects of job satisfaction were evaluated: satisfaction with the firm, pay, promotional opportunities, the job itself, other managers at the same level, immediate supervisor, and subordinates. Overall, managers at the highest level reported the most job satisfaction. For presidents, satisfaction was related to the organization's structure and context, as well as to its climate, whereas for middle managers and vice presidents, job satisfaction was related more frequently to the organization's climate and less frequently to its structure and context.     

绩效薪酬感和自我效能感对薪酬满意的影响

本研究就薪酬满意的结构这个具有争议的问题以及个体差异与薪酬满意的关系进行了考察,尝试探讨绩效薪酬感知、自我效能感对薪酬满意的影响。研究以浙江省东部地区机关和事业单位的256名科技人员为样本。因素分析发现机关和事业单位科技人员的薪酬满意是一个多维结构的构思,包括薪酬水平满意、福利满意、增薪机制满意和薪酬管理满意四个维度;多层分步回归分析结果表明绩效薪酬感知对薪酬满意有显著作用,科技人员的自我效能感在这种作用关系中有缓冲效应,研究结论表明绩效工资制度并不一定带来高水平的薪酬满意水平,科技人员的个体差异对薪酬满意有不可忽视的影响作用。讨论和结论部分给出了研究的局限性和未来研究展望。     

LUMP-SUM BONUS SATISFACTION: TESTING THE CONSTRUCT VALIDITY OF A NEW PAY SATISFACTION DIMENSION

There are both practical and theoretical reasons to measure lump-sum bonus satisfaction. The practical need for such a measure stems from its increased use as a component in modern compensation practices. Based on the means of administering and allocating lump-sum bonuses, a theoretical case can be built suggesting that lump-sum bonus satisfaction constitutes a separate component of pay satisfaction fitting into the Pay Satisfaction Questionaire's (PSQ) theoretical framework. We develop 4 questions that complement the PSQ, and use a series of techniques to test the convergent and discriminant validity of the measure. Empirical evidence shows that bonus-related items are more related to the lump-sum bonus satisfaction measure than other PSQ dimensions. We also demonstrate that the dimension of lump-sum bonus satisfaction has a substantive relationship with attitudinal variables beyond that provided by pay level variables and the PSQ. The development of this measure should foster greater accuracy when assessing pay satisfaction levels and the effects of lump-sum bonus pay policies.     

Workaholism Components,Job Satisfaction,and Career Progress1

This investigation examined the relationship of workaholism‐related measures to work satisfaction and career‐progress outcomes. A comprehensive research framework was developed based on previous speculation and research findings to guide selection of variables and data analysis. Five blocks of predictor variables were included: individual demographics, work‐situation characteristics, two antecedents of workaholism (one an individual‐level measure of beliefs and fears; the other an organizational‐level measure of perceived support of work‐personal‐life imbalance), three workaholism components identified by Spence and Robbins (1992), and workaholic job behaviors (eg, hours worked, perfectionism). Work outcomes included job and career satisfaction, future career prospects, and salary increases. Hierarchical regression analysis generally indicated relationships between workaholism‐related measures and work outcomes.     

工作－家庭冲突的前因、后果及干预策略

随着劳动力结构与工作特点的巨大变化,工作－家庭冲突问题日益突出。国内外研究主要从工作、家庭与个体三个层面对工作－家庭冲突的前因变量、后果变量及干预策略进行了深入探讨。前因变量主要包括工作与家庭层面的压力、特点,性别等;后果变量主要涉及个体的工作家庭满意感、组织承诺、离职和心身健康;干预策略涉及家庭友好政策和个体应对方式等。作者认为今后研究可以在工作－家庭冲突积极面、跨文化研究等方面进行突破     

Self-rated performance and pay satisfaction,merit increase satisfaction,and instrumentality beliefs in a merit pay environment

The relationship of self-rated performance to pay level satisfaction, merit increase satisfaction, and instrumentality beliefs in a merit pay environment is investigated. Self-rated performance exhibited a significant negative relationship with all three variables beyond that accounted for by control variables. Implications and suggestions for future research are discussed.     

A Model of Subjective Well-Being for Adolescents in High School

The aim of this study is to develop and test a subjective well-being model for adolescents in high school. A total of 255 adolescents in high school (131 female and 124 male) participated in this study. Data was collected by using the general needs satisfaction questionnaire, questionnaire for the strategies to increase subjective well-being, life satisfaction questionnaire and positive and negative affects questionnaire. The structural equation modelling method was used for analysis of the data. The results of the analysis showed that in the original model, the individual variables and the total effect of variables were directly and indirectly related to subjective well being of adolescents in high school. The direct and indirect effects of the independent variables to subjective well-being were found significant. The findings suggest that to enhance the subjective well-being of high school students, a combination of strategies and satisfaction of needs is essential.     

The development of a short Money Ethic Scale: Attitudes toward money and pay satisfaction revisited

In order to measure people's attitudes toward money, a 12-item Money Ethic Scale (MES) was developed based on a sample of 740 subjects. Three factors were identified: Success, Budget, and Evil. Attitudes toward money as related to people's demographic variables, personality variables, and job satisfaction were examined. Those who scored high on the Money Ethic Scale (the overall Money score) tended to have high economic values, low religious values, high Type A behavior pattern, to be older, to have low pay satisfaction, and high political values. Implications related to compensation management are discussed.     

EMPLOYMENT AND ROLE SATISFACTION

A path analytic model was used to examine the impact of three domains of life satisfaction and three employment-related variables on general well-being in a sample of 1,145 Army wives. The life domains included marital, financial, and role satisfaction. The employment-related variables included: (a) time spent employed (none, part, or full); (b) role fit; and (c) satisfaction with overall career development prospects. The employment-related variables were hypothesized to impact on general well-being both directly and indirectly through their relationship to role satisfaction. Time spent employed and role fit were found to be significantly related to role satisfaction, which in turn, was significantly related to general well-being. One variable–satisfaction with overall career development prospects–had a significant direct impact on general well-being.