Rewards and organizational commitment across structural characteristics: A meta-analysis

This article uses meta-analysis to summarize previous empirical studies which examine the relationship between actual income/pay satisfaction and organizational commitment (OC) across different structural settings. Twenty-one studies with correlational data on the relationship between OC and income, and 27 studies dealing with OC and pay satisfaction are examined; these studies include 23 and 31 independent samples, respectively. The findings reveal a moderator effect related to type of occupation in the OC-income relationship, and to sector in the OC-pay satisfaction relationship. The findings also show the moderating effect of measurement of OC on pay satisfaction. Theoretical and methodological considerations pertaining to the OC-rewards relationship are discussed. Directions for future research and practical implications are indicated.The authors would like to thank HelenJane Shawyer and Marion Lupu for their editorial assistance.     

Subjective career success: A study of managers and support personnel

Despite popular belief that managers are successful by virtue of their positions, few studies have examined the position-success relationship. In this research, it was predicted that subjective career success is a multi-dimensional construct whose facets can be measured by several factors. Moreover, the phenomenon of career success was tested to see if it would relate to an employee's perception of occupational self-concept and job features. The notion that these dimensions would predict some aspects of career success more accurately for either managers or support personnel was also investigated. The confirming results obtained in this study and their implications for future research as well as practitioners are discussed.An earlier version of this article was presented at the 93rd Annual Convention of the American Psychological Association, Los Angeles, California, 1985.     

Information technology and quality of work life: Comparing users with non-users

This paper is concerned with the potential future effects of information technology on office-type work and job attitudes. An argument from labour process theory has suggested that such technology will simplify and deskill jobs, thereby reducing the quality of work life. This proposition was explored within several government agencies. Over one hundred users' and nonusers' attitudes concerning information technology's future effects upon their jobs and quality of work life were assessed and compared. Data indicates that respondents did not anticipate uniform deskilling effects in the future. Differences between computer users and nonusers were limited, although significant differences between the two groups did exist for communication, job complexity and accountability/feedback scales. Effects of socio-demographic variables upon attitudes were also assessed and the results suggest that salary, age and education may be responsible for attitude differences that occur within each group. Implications for practitioners and researchers are outlined.The authors would like to thank Nancy Carter, Aaron Cohen, Cathy Kirchmeyer and Richard Long for their insightful comments made on an earlier draft of this paper as well as Brenda McPhail's and Hj Shawyer's editorial assistance. Usual disclaimers apply. Financial support for this research project was provided by the Social Sciences Research Council of Canada, Contract No. 494-86-0003 and by a grant from the Alberta Manpower Program, Contract No. 083080 and the Faculty of Management, The University of Lethbridge. The views expressed in this paper are the author's own and are not necessarily shared by these organizations.At the time this research was conducted the second author was an undergraduate student at the University of Lethbridge.