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Pay Satisfaction (pay + satisfaction)

Distribution by Scientific Domains

Psychology	66%
Business, Economics, Finance and Accounting	33%

Selected Abstracts

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

APPLIED PSYCHOLOGY, Issue 4 2009
María Fernanda García
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. [source]

Consequences of Satisfaction with Pay Systems: Two Field Studies

INDUSTRIAL RELATIONS, Issue 1 2000
Marcia P. Miceli
Research on pay satisfaction has been criticized for inattention to determining whether its multiple dimensions have different consequences and for overreliance on cross-sectional designs. Structural equation analyses of data from two field studies showed that satisfaction with pay systems, but not pay levels, led to greater perceived organizational support, which in turn affected employer commitment and organizational citizenship. Union commitment was a positive function of pay system satisfaction and a negative function of pay level satisfaction. [source]

Effects of Internal and External Pay Comparisons on Work Attitudes,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 10 2006
Ted H. Shore
The effects of internal and external pay comparisons on several work attitudes were assessed within an experimental design. Participants responded to hypothetical scenarios in which their pay was greater, less, or equal to an internal and external individual or group referent. As predicted, internal and external pay comparisons predicted pay satisfaction and perceived pay fairness. Also as expected, internal equity was the stronger predictor of work motivation and perceived organizational support, and external equity predicted turnover intention more strongly. Partial support was found for the hypothesis that work attitudes would be impacted more strongly when individuals made pay comparisons with a group referent than with an individual referent other. Implications for the design of compensation systems are discussed. [source]

Is it pay levels or pay raises that matter to fairness and turnover?

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2005
Amanuel G. Tekleab
Two studies examined the relationship between actual pay and distributive and procedural justice, and the extent to which these perceptions were related to two important pay satisfaction dimensions, pay level and pay raise, and ultimately, impacted turnover. For each study the measures of pay and justice variables were obtained on a cross-sectional basis, while the measure of turnover was necessarily lagged. Results showed that distributive justice mediated the relationship between pay and both pay level satisfaction and pay raise satisfaction. Furthermore, distributive justice was a stronger predictor of pay level satisfaction; whereas procedural justice was a stronger predictor of pay raise satisfaction. Procedural justice also played a moderating role in Study 2. The study also showed that only pay raise satisfaction was significantly and negatively related to turnover in Study 1, and to turnover via turnover intention in Study 2. Results support the value of considering pay satisfaction as multidimensional when evaluating justice issues in a compensation context. Copyright © 2005 John Wiley & Sons, Ltd. [source]

PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES

PERSONNEL PSYCHOLOGY, Issue 3 2005
STEVEN C. CURRALL
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. [source]