Work planning and performance review as a basis for merit pay decisions: An evaluation

The Work Planning and Performance Review (WPPR) System, developed in a midwestern state as a basis for pay-for-performance decisions in the state government, is described. The WPPR's job relevance was evaluated in one state agency by comparing WPPR scores with scores on a behavioral checklist developed for that purpose. Supervisor and subordinate perceptions of the relevance of the two systems are described. Comparison and perception data indicate the WPPR lacks content validity. Probable impact on the merit pay system is discussed.     

Ability and effort weights in pay level and pay increase decisions

It was hypothesized that ability, effort, and the interaction between ability and effort would influence pay level and pay increase decisions. An experiment was conducted with 66 human resource professionals to test this hypothesis. The results indicate that pay level decisions are influenced primarily by ability, and pay increase decisions are influenced primarily by the interaction between ability and effort. The results are discussed in the context of the traditional compensation model which suggests that ability should influence pay level, but not pay increase, and that effort should influence pay increase, but not pay level. It was concluded that the distinction currently being made between person and job based pay plans may not be meaningful.Portions of this paper were presented to the PHR division of the Southern Management Association, Atlanta, November, 1991.The authors wish to thank Marcia Miceli, Eileen Hogan, and Don Eskew, for their helpful comments on earlier drafts.     

The shifting salience of valence and instrumentality in the prediction of perceived effort,satisfaction and turnover

The role of valence and instrumentality was examined in predicting three work-related criteria in a military setting: satisfaction, perceived effort, and turnover. A total of 323 enlisted men responded to desirability and instrumentality scales for each of four categories of performance outcomes: extrinsic rewards, personal fulfillment, recognition, and autonomy. Multiple regression analyses indicated that the different outcome types varied substantially in their relationship to the criteria, ranging from strongly positive to no relationship to strongly negative. Furthermore, the salience of valences and instrumentalities changed as a function of the criterion being predicted in a manner not deducible from current expectancy-valence models. Several implications of the results were discussed in terms of assumptions underlying general expectancy-valence approaches to motivation.This research was supported in part by Grant DAHC19-77-G0017 to New York University (Samuel Shiflett, principal investigator) from the Army Research Institute for the Behavioral and Social Sciences. This work was conducted while the authors were members of the Army Research Institute. The interpretations and opinions expressed herein are those of the authors and do not necessarily reflect the opinions or policies of the Department of the Army or the Department of Defense. The authors gratefully acknowledge the support and assistance of John Turney at various stages of the project.     

Reactions to merit pay increases: a longitudinal test of a signal sensitivity perspective

The relationships among merit pay raises, trait positive affectivity (PA), and reactions to merit pay increases (pay attitudes and behavioral intentions) were explored in a longitudinal study of hospital employees. Drawing on signal sensitivity theory, the authors expected that PA would moderate the relationship between merit pay raise size and reactions to the increase such that pay raise size would be more strongly related to pay attitudes and behavioral intentions among those low in PA. Results strongly supported the predictions in the case of reactions to the raise amount (happiness and effort intentions) but not for pay level satisfaction. Implications of the results and directions for future research are identified.     

Predicting performance and performance satisfaction: mindfulness and beliefs about the ability to deal with social barriers in sport

This research investigates the role of beliefs about the ability to deal with specific social barriers and its relationships to mindfulness, football performance, and satisfaction with one's own and team performance. Study 1 aimed at eliciting these social barriers. Study 2 tested (i) whether self-efficacy referring to social barriers would predict performance over and above task-related self-efficacy and collective efficacy and (ii) the mediating role of self-efficacy to overcome social barriers in the relationship between mindfulness and performance. Participants were football (soccer) players aged 16–21 years (Study 1: N = 30; Study 2: N = 101, longitudinal sample: n = 88). Study 1 resulted in eliciting 82 social barriers referring to team, peer leadership, and coaches. Study 2 showed that task-related self-efficacy and collective efficacy explained performance satisfaction at seven-month follow-up, whereas self-efficacy referring to social barriers explained shooting performance at seven-month follow-up. Indirect associations between mindfulness and performance were found with three types of self-efficacy referring to social barriers, operating as parallel mediators. Results provide evidence for the role of beliefs about the ability to cope with social barriers and show a complex interplay between different types of self-efficacy and collective efficacy in predicting team sport performance.     

Problem-solving training to help workers increase positive affect,job satisfaction,and life satisfaction

The purpose of this study was to determine the effectiveness of brief problem-solving training for improving adjustment in individuals who have low control over their work environment. The 118 participants were flight attendants who were randomly assigned to an intervention or control group. The results indicated that when compared to the control group, those who received the problem-solving skills training reported at postintervention more problem-solving skills, more problem-solving self-efficacy, greater positive affect, higher job satisfaction, and higher life satisfaction. To assess whether improvements were due to experimenter demand, participants completed a measure of openness, which the intervention was not expected to affect. No difference in groups occurred for openness. The results provide evidence that problem-solving training can help improve adjustment in individuals working in low-control environments.     

How a supportive partner may increase relationship satisfaction

The way in which satisfaction with a romantic relationship may be affected by how supportive a partner is and how constructively they deal with conflict in that relationship was examined in young adults. Both greater support and less conflict were found to be independently associated with relationship satisfaction, implying that both are necessary for a satisfactory relationship. While support did not mitigate the possible effects of conflict on satisfaction, it may lead to more constructive conflict which in turn may enhance satisfaction. Support seen as being available as well as support that was received were independently associated with relationship satisfaction. Of the different forms of available support measured, only support reflecting being cared for was independently associated with relationship satisfaction. These results suggest that encouraging couples to be emotionally supportive to each other may improve the effectiveness of relationship counselling as well as relationship enhancement and problem prevention programmes.     

Age,job complexity,satisfaction, and performance

Job complexity was measured for jobs in a Public Agency. Perceptions of job complexity were obtained from self-reports of 133 employees. Independent measures were obtained from interviews with the subjects. Career stages, based upon age groupings, were found to moderate the relationship between (1) job-satisfaction and perceived job complexity and (2) job-performance and independently rated job complexity. These results are discussed in light of the current literature.     

Influences of stress and situation-specific mastery beliefs and satisfaction with social support on well-being and academic performance.

The present study examined the effects of stress and cumulative situation-specific mastery beliefs and satisfaction with social support on somatic and psychological symptomatology and academic performance of 146 college men. Stress was directly related to increased symptomatology and decreased grade point average, whereas mastery beliefs were directly associated with reduced depression and anxiety. Satisfaction with social support was related to anxiety through an interaction with mastery. Neither mastery nor satisfaction with support appeared to act as a stress-buffer through a statistical interaction with stress to moderate effects of high stress. However, earlier analysis of some of the same data showed that total stress, the best predictor of each outcome in this study, was reduced by the combination of strong situation-specific mastery beliefs and high satisfaction with support for subjects who faced many stressors. The combined findings show that situation-specific mastery beliefs reduced appraisal of stress and were associated with better psychological adjustment.     

Organizational commitment, job satisfaction, and effort in the service environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Procedural and interpersonal fairness moderate the relationship between outcome fairness and acceptance of merit pay

An organizational field study (N = 257) investigated employees' acceptance of a new merit pay system as involving an assessment of whether merit pay can make their earnings more fair, compared to their earnings in the current, seniority-based pay system. We expected that improvement of unfair earnings, and consequently acceptance of merit pay, is considered likely when existing procedures that produce these earnings are unfair, because merit pay improves such procedures. We also expected improvement of unfair earnings, and increased merit pay acceptance, to be likely when employees anticipate fair performance evaluation in a new system, as indicated by fair interpersonal treatment by their supervisor. Results showed that procedural and interpersonal fairness in the existing pay system indeed moderated the relationship between fairness of current outcomes and merit pay acceptance as predicted. Implications for the introduction of merit pay in organizations and for our understanding of the different roles of procedural and interpersonal fairness in outcome evaluations are discussed.     

Top executive pay and firm performance

A study examining longitudinal data obtained from theDisclosure database for 390 large American firms yielded complex and unclear patterns of correlations between firm performance and executive pay. An examination of the data indicates that the relationship between firm performance and executive compensation may be nonlinear. Among performance measures, total assets was found to have the strongest association with executive pay. It was concluded that the scale of discretionary resources available to the firm better predicts executive pay than profitability or efficiency ratios.     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

Individual variable pay for performance,controlling effects,and intrinsic motivation

Motivation and Emotion - A core question in research on compensation and motivation is whether individual variable pay for performance (IVPFP) can undermine intrinsic motivation in the workplace....     

Prosocial organizational behaviors: The roles of workplace justice,achievement striving,and pay satisfaction

In this research, the roles of workplace justice, achievement striving behavior and pay satisfaction were used to predict prosocial behaviors. A total of 354 individuals from a consumer products company provided data for this research. Results suggest that achievement striving accounted for unique variance in in-role behavior. Perceived fairness in skill-based pay's certification process showed positive associations with extra-role and in-role behaviors. In support of previous research, pay satisfaction also provided unique contribution to both extra-role and in-role behaviors.     

Unrealistic beliefs of clinical couples: Their relationship to expectations,goals and satisfaction

Abstract

Forty-seven marital therapy couples completed inventories measuring unrealistic beliefs about self and unrealistic beliefs about marital relationships. In addition, they completed questionnaire measures of their expectations and goals for therapy and their levels of marital satisfaction. As hypothesized, the clients' unrealistic beliefs, particularly those regarding relationships, were negatively associated with their estimated chance for improvement in therapy, desire to improve rather than terminate the relationship, preference for marital versus individually oriented treatment, and overall marital satisfaction. These results are consistent with the theoretical rationale for cognitive therapy with clinical couples and suggest specific targets for intervention in this process. Directions for future research are discussed.     

Organizational communication,performance, and job satisfaction as a function of ethnicity and sex

Regression analysis was used to examine simultaneously the effects of supervisors' and subordinates' ethnicity and sex on organizational communication, supervisory-rated performance, and job satisfaction. The study indicates that female subordinates differentially perceive organizational communication. It also identifies interactions between the sex of the supervisor and subordinate on communication and between the ethnicity of the superior and subordinate on supervisory-rated performance. There were limited impacts of sex and ethnicity on job satisfaction.     

A temporal modelling environment for internally grounded beliefs,desires and intentions

In this paper the internal dynamics of mental states, in particular states based on beliefs, desires and intentions, is formalised using a temporal language. A software environment is presented that can be used to specify, simulate and analyse temporal dependencies between mental states in relation to traces of them. If also relevant data on internal physical states over time are available, these can be analysed with respect to their relation to mental states as well.