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131.
PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES 总被引:8,自引:0,他引:8
STEVEN C. CURRALL ANNETTE J. TOWLER TIMOTHY A. JUDGE LAURA KOHN 《Personnel Psychology》2005,58(3):613-640
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. 相似文献
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SELF-MONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE 总被引:3,自引:0,他引:3
This study examined the hypothesis that self-monitoring moderates the relationship between Big Five personality traits and interpersonal performance. The findings from a sample of 102 employed Executive MBA students reveal that when self-monitoring was high the relationships between 3 of the Big Five personality traits (Extraversion, Emotional Stability, and Openness to Experience) and supervisory ratings of interpersonal performance were attenuated. These effects were replicated using peer ratings of interpersonal performance for Extraversion and Emotional Stability but not for Openness to Experience. Further, as expected, self-monitoring did not moderate the relationships between personality traits and supervisory or peer ratings of task performance. Implications for future research in the area of personality and other motivational theories are discussed. 相似文献
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MICHAEL L. JONES GARY R. ULICNY MARE J. CZYZEWSKI THOMAS C. PLANTE 《Journal of Employment Counseling》1987,24(3):122-129
The authors describe a study of the feasibility of employing mildly mentally retarded persons as care givers in a day care center. 相似文献
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JONES MH 《The American journal of psychology》1954,67(4):696-699
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