Facet importance and job satisfaction

Article Abstract:

Two hypotheses concerning the moderating effects of facet importance were derived from Locke's (1969, 1976) theory of job satisfaction. Questionnaire data concerning 12 job facets were collected from 97 working college students holding diverse jobs in different organizations. Moderated regression analyses of facet satisfaction showed facet importance to be a significant moderator for 9 of the 12 job facets. As hypothesized, the relationship between facet amount and facet satisfaction was generally stronger among respondents placing high importance on the job facet than among respondents placing low importance on it. Moderated regression analyses of overall job satisfaction showed facet importance to be a nonsignificant moderator for 11 job facets. As hypothesized, the relationship between facet satisfaction and overall job satisfaction generally did not change significantly as a function of facet importance. Discussion is focused on the need to recognize when facet importance plays a moderator role and when it does not. Also discussed is the relative usefulness of seven self-report procedures for measuring facet importance. (Reprinted by permission of the publisher.)

Analysis, Psychological research, Locke, E.A.

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Multiple discrepancies and pay satisfaction

Article Abstract:

In this study, a mail survey was used to measure pay satisfaction, current salary, 4 personal standards of comparison, and basic demographics for 169 mental health professionals. As predicted, pay satisfaction was determined by the simultaneous appraisal of current salary against several personal standards of comparison. Explained variance in pay satisfaction rose from 26.1% when only salary and demographics were used as predictors to 46.5% when discrepancy-related variables associated with 4 standards of comparison also were used. Furthermore, R squared for the combined discrepancy-related variables associated with all 4 standards of comparison was significantly greater than R squared for the discrepancy-related variables associated with any single standard. These discrepancy effects took both additive and nonadditive forms. Discrepancy effects were stronger when deserved salary or minimum salary was the standard of comparison than when other's salary or average salary was. (Reprinted by permission of the publisher.)

Wages, Wages and salaries, Employee morale

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Standards of comparison and job satisfaction

Article Abstract:

On the basis of discrepancy theories of satisfaction, it was hypothesized that satisfaction with specific job facets is uniquely related to discrepancies between current job facet experiences and desired levels of those same job facet experiences (i.e., between what employees now get from their jobs and what they want from their jobs). Seventy-eight employed college students provided questionnaire data to test this hypothesis for each of 13 separate job facets (e.g, hourly pay, customer/client contact, promotion opportunities). Results based on 2 methods of operationalizing the discrepancy concept generally supported the unique predictive capacity hypothesis. A second sample of 47 master's of business administration students provided similar results. Discussion focused on the value of the discrepancy concept in efforts to predict and explain satisfaction. (Reprinted by permission of the publisher.)

Employee motivation

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