A comprehensive model and measure of compensation satisfaction

We describe the results of two studies designed to develop a comprehensive theoretical model and measure of compensation satisfaction. Our typology of compensation satisfaction consists of seven dimensions: four for pay (level, structure, raises, and variable pay procedures satisfaction) and three dimensions for benefits (level, determination, and administration satisfaction). We used new and existing items to develop the Comprehensive Compensation Satisfaction Questionnaire. In Study 1, we report the results of exploratory factor analysis that supports a seven‐factor structure. In Study 2, confirmatory factor analysis supported the same seven‐factor structure in a different sample. We examined relationships between the compensation satisfaction dimensions and their antecedents and consequences. Seven hypotheses regarding differential antecedents of compensation satisfaction were supported. Satisfaction with aspects of compensation procedures were related to perceived organizational support, and perceived organizational support mediated the relationships between these compensation satisfaction procedures and affective commitment and turnover intentions. Our final analysis yielded a 29‐item scale (including eight new items) which we recommend for use in future compensation satisfaction research.     

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.     

VALIDITY OF THE DIMENSIONS OF THE PAY SATISFACTION QUESTIONNAIRE: EVIDENCE OF DIFFERENTIAL PREDICTION

The present study investigated the validity of the dimensions of the Pay Satisfaction Questionnaire (PSQ), in particular the degree to which the dimensions of the PSQ were differentially predicted by a number of antecedents. A series of tests supported dimensionality of the PSQ. Perhaps more importantly, a theoretical model was hypothesized and tested which was based on the assumption that different variables predict each of the four dimensions of pay satisfaction. Data was collected from a heterogeneous sample of sales, managerial, professional-technical, and nonexempt employees from a large multidivision corporation. A series of analyses indicated that the items from the PSQ loaded on their hypothesized dimensions, and the dimensions were empirically distinct. Furthermore, the dimensions were differentially predicted by a series of antecedents. This differential prediction evidence supports the validity of the dimensions of the PSQ in a more rigorous and comprehensive manner than has been produced by past research.     

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.     

Satisfaction with care among low-income female outpatients

Patient satisfaction correlates with important health behaviors and outcomes. Little is known about satisfaction in disadvantaged populations of different racial/ethnic backgrounds. The current study evaluated demographic and psychological correlates of patient satisfaction among a low-income, multiethnic sample of female outpatients attending cervical cancer screening. Participants included 338 African American, Latina, and white women ages 18 - 49 years attending University of Texas Medical Branch Regional Maternal & Child Health Clinics. Data were obtained via self-report and chart review. Patient satisfaction was assessed using the Patient Satisfaction Questionnaire (PSQ). Total PSQ scores reflected two distinct underlying subscales (satisfaction and dissatisfaction), which differed from the original factor structure of the PSQ. Satisfaction was predicted by patient beliefs that their health is self-determined, beliefs that doctors control their health, self-esteem, and education. Dissatisfaction was predicted by patient beliefs that good health is a matter of chance/luck, self-esteem, social desirability, and income. Higher self-esteem, education, and beliefs that health is controlled by oneself or doctors correlated with higher satisfaction with care in the clinic setting. Understanding the influence of patient characteristics on perceptions of care is important for physicians to foster relationships with patients that increase feelings of satisfaction, decrease dissatisfaction, and ultimately, improve health outcomes.     

Dimensionality of the Pay Satisfaction Questionnaire: a validation study in Belgium

This study examined the underlying dimensions of the Pay Satisfaction Questionnaire to test whether the robust 4-factor structure (Pay Level, Benefits, Raises, and Structure or Administration) often established in the United States can be generalized to other countries and cultures as well. Data of 4 samples (for-profit employees, nonprofit nurses, cultural centre employees, and nonprofit teachers) were analysed with confirmatory factor analyses. The results for the first 3 samples yielded support for the original 4-factor structure of the Pay Satisfaction Questionnaire. In the teachers' sample, the irrelevant Benefits items were excluded from the analysis, resulting in a 3-factor structure of pay satisfaction.     

PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES

Using multi level and multi method data, we investigated the relationship between pay satisfaction and outcomes at the organizational level of analysis. Individual-level survey data on pay satisfaction (including satisfaction with pay level, satisfaction with pay structure, satisfaction with pay raises, and benefits) were collected from 6,394 public school teachers. Organizational-level outcome data, both survey and archival, were collected from the 117 public school districts employing these teachers. With respect to its influence on organizational outcomes, pay satisfaction was positively related to school district-level academic performance and negatively related to average teacher intention to quit. We also explored the relationship between district-level union satisfaction and pay satisfaction, which was found to be positive. We discuss implications of our findings for for-profit companies that are knowledge based and human capital intensive (e.g., the service sector) and address possible future directions for research on pay satisfaction.     

Short form of Sarason's Social Support Questionnaire: French adaptation and validation

The original short form of Sarason's Social Support Questionnaire measures two dimensions of social support, availability and satisfaction. The factorial structure of the social support was assessed in a French sample along with the association between the dimensions of social support and personality traits such as Extraversion, Neuroticism, and Depression. A 6-item French version was administered to 648 subjects: 348 university freshmen (228 females, 120 males) and 304 unemployed men. A principal component analysis followed by oblique rotations was undertaken on each sample. This yielded two factors, Availability and Satisfaction. These results sustained the stability of the factorial structure from one culture to another. Validity and reliability were satisfactory. Moreover, these two dimensions were correlated with two personality scales (high extraversion, low depression). Such results agree with previous results establishing relations between social support and salutogenic dimensions of personality.     

The Five Dimensions of Pay Satisfaction in a Maquiladora Plant in Mexico

We examined the dimensionality of pay satisfaction using a Spanish language questionnaire and a sample of 236 maquiladora workers in Mexico. A confirmatory factor analysis indicated that a five-factor solution has the best fit compared to alternative models. Thus, blue-collar Mexican workers were able to distinguish five distinct facets of pay satisfaction: pay level, pay raises, benefits, pay structure/administration, and bonuses. This study replicates the five-factor structure of pay satisfaction in a Spanish-speaking sample of production workers in a maquiladora plant in Mexico.
Nous avons examiné la satisfaction relative au salaire en utilisant un questionnaire en langue espagnole sur un échantillon de 236 travailleurs d'une industrie maquiladora au Mexique. Une analyse factorielle confirmatoire a indiqué qu'une solution à cinq facteurs semble être le meilleur ajustement comparé aux alternatives possibles. Ainsi, les cols bleus mexicains sont capables de distinguer cing facettes de satisfaction relative au salaire: le niveau de salaire, son augmentation, sa gestion/son administration et les primes. Cette étude reproduit la structure en cinq facteurs de la satisfaction relative au salaire sur un échantillon hispanophone de travailleurs à la production d'une usine maquiladora au Mexique.     

The determinants of employee benefits satisfaction

This study developed a multidimensional scale of benefits satisfaction and utilized a discrepancy model to examine the determinants of employee benefits satisfaction. The empirical findings are based on the survey responses of 205 employees in a hospital. The results indicate that pay level, female gender and exempt status employees are positively related to benefits satisfaction. Further, age and education level are negatively related to benefits satisfaction.     

高校教师人格特质、工作特征与工作满意度的关系研究

采用高校教师工作特征问卷、人格特质问卷、工作满意度问卷对400名高校教师进行调查。结果发现：（1）高校教师工作特征与工作满意度存在显著的正相关,工作特征中的多样性与工作本身、人际关系达到中度相关;工作特征中的完整性与工作满意度、重要性与工作满意度的五个维度均达到中度相关;工作特征中的自主性与薪酬待遇、进修提升、人际关系呈中度相关;工作特征中的反馈性与工作本身、薪酬待遇、进修提升、人际关系呈中度相关。（2）高校教师人格特质与工作满意度存在显著的正相关,人格特质中的外向性维度与进修提升呈中度相关;与领导管理呈     

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.     

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。     

Would You Be Happier If You Looked Better? A Focusing Illusion

Some people might believe that individuals who are more satisfied with their body are also happier. However, people tend to overrate the influence of some factors (e.g. money or health) on their happiness; a phenomenon termed the focusing illusion. Our aim was to examine the focusing illusion in relation to body satisfaction. We experimentally manipulated body satisfaction and life satisfaction focus by varying the order of relevant measurement scales. Volunteers (N = 97) completed two questionnaires placed in separate envelopes to control the order of scales administration. Participants either completed the Body Satisfaction Scale followed by the Satisfaction with Life Scale or vice versa. In line with the focusing illusion the association between body satisfaction and life satisfaction was significantly stronger when participants were asked about their body satisfaction first. Body satisfaction as a focusing illusion may need to be considered by scientist as well as lay people who try to look better and be happier.     

Measurement equivalence of the German Job Satisfaction Survey used in a multinational organization: implications of Schwartz's culture model

The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group.     

Adolescents' perceptions of outpatient mental health services

Thirty-three adolescents from three mental health service settings were interviewed regarding their perceptions of the purpose, goals, expectations, frustrations and benefits of mental health experiences. They provided satisfaction ratings and importance rankings of seven domains of satisfaction: (a) Convenient/Accessible, (b) Meeting Needs, (c) Staff Competence, (d) Personal Relationship with Staff, (e) Effectiveness of Treatment, (f) Comfort/Appropriateness of Center, and (g) Costs and Paperwork. In addition, participants completed the Client Satisfaction Questionnaire (CSQ-8). Results indicated that, in general, the adolescents were very satisfied with the services they received. Gender, race/ethnicity and treatment site were not related to satisfaction scores, nor was the adolescent's perceived choice in seeking services. Some significant gender differences were found both in terms of the rankings of satisfaction domains, as well as in the adolescents' perceptions of their reasons for initiating counseling and the perceived goals and benefits of counseling. Additional differences in perceptions of services were found for treatment site and race/ethnicity. In general, adolescents were able to generate informative, sophisticated responses to questions regarding their perceptions of mental health services, and demonstrated that they are capable of evaluating services they receive.     

Emotion regulation dimensions and relationship satisfaction in clinical couples

The present study explored the relation between the multidimensional construct of emotion regulation and relationship satisfaction in 104 couples seeking couple or family therapy. Satisfaction was assessed via the Dyadic Satisfaction Subscale of the Dyadic Adjustment Scale, whereas the Difficulties in Emotion Regulation Scale was used to assess the 6 dimensions of emotion regulation (acceptance, goals, impulse, awareness, strategies, clarity). Significant relations were found between relationship satisfaction and acceptance, impulse, awareness, and strategies. Relations were not always found in expected directions, and although actor effects were found for both genders, only women displayed partner effects. Findings point to the importance of considering context when studying emotion regulation and highlight the clinical importance of evaluating its specific dimensions.     

Women's Career Plans and Maternal Employment

Maternal employment, perceived maternal satisfaction and goodness of mothering, and sex role conceptions were studied as they relate to future life plans of college senior women. Twenty-five women in a working mother group and 26 in a nonworking mother group were administered the Strong Vocational Interest Blank for Women, the Sex-Role Stereotype Questionnaire, the Inventory of Feminine Values, the Maternal Satisfaction and Maternal Goodness scales, and the Life Plan Questionnaire. Daughters of working mothers scored higher on career orientation ( p <.01, Life Plan Questionnaire) than did daughters of nonworking mothers. High perceived maternal satisfaction and maternal goodness correlated with low career orientation for the nonworking sample (the averaged r across variable pairs =.48). For the working sample, perceived maternal dissatisfaction with feminine role values correlated significantly with higher career orientation (r =.42), while the other satisfaction measure showed no relation to career orientation. Daughters of working mothers displayed broader sex role conceptualizations (p <0.01).     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

Time Perspectives Predict Mood States and Satisfaction with Life over and above Personality

The present study aimed to test the incremental validity of Time Perspective (TP) scales in predicting satisfaction with life and mood, over and above the Big Five personality traits. It also investigated whether the new TP construct of Future Negative perspective contributed to prediction of these outcomes. Participants (N = 265) completed four measures: Satisfaction With Life Scale (SWLS), UWIST Mood Adjective Checklist (UMACL), a modified Zimbardo Time Perspective Inventory (ZTPI), and NEO-Five Factor Inventory (NEO-FFI). Results confirmed the incremental validity of TP, although Big Five dimensions were independently predictive of life satisfaction and certain mood scales. Past Negative TP was the strongest single predictor of life satisfaction. However, Future Negative TP was be the strongest mood predictor from the TP universe, after controlling for the Big Five and remaining TP dimensions. Findings suggest that TP is an important aspect of personality for understanding individual differences in well-being.