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Incorporating individual-difference, monetary-based constructs into a multi-dimensional pay satisfaction model.

机译：将基于个人差异的基于货币的结构纳入多维薪酬满意度模型。

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摘要

An historical review of the literature on and models of pay satisfaction found a void in the investigation or inclusion of individual-difference variables. This study considers and tests several variables that are hypothesized to affect an employee's overall satisfaction with total compensation.; Building on the summaries of Lawler (1930–1971), Heneman (1971–1985), and Miceli and Lane (1985–1991), this study first updated the summaries of pay satisfaction literature from 1991 through 2002. In 1976, Lawler proposed that (1) pay contributes to total organizational effectiveness, and (2) pay is important to workers. In 1999, Shaw, Duffy, Jenkins, and Gupta basically stated the same: (1) pay is a significant organizational expense and (2) pay is a valued individual outcome. The issues of pay satisfaction have not seemed to change. This research posits that an explanation for the lack of progress in identifying some antecedents of pay satisfaction might be that none of them address monetary issues. Several monetary-based, individual-difference variables were identified as potential variables that could be tested. These included money importance, pay equity sensitivity, materialism, and raise threshold. Overall job satisfaction was also included.; Five organizations in two states in the southeastern United States were surveyed, including a municipality, a major energy supplier, a small natural gas company, a government agency, and a snack foods manufacturer. The resulting sample size was 458.; Confirmatory factor analysis was used to test the scales used to measure pay satisfaction, money importance, equity sensitivity, and materialism. Individual models were constructed for each, resulting in models with acceptable fit measures. Summated scores were then used to combine these variables in a model with job satisfaction and pay raise threshold. Exploratory factor analysis and structural equations modeling were used to build and test the final model.; Results of this study found an indirect relationship from money importance to job satisfaction, through equity sensitivity, then pay satisfaction. Contrary to previous findings, there was no reciprocal relationship between pay and job satisfaction. Materialism and pay raise threshold did not successfully fit in this model and could not be included.; This study identifies one construct (equity sensitivity) that has a direct effect and another (money importance) that has an indirect effect on pay satisfaction. Both had indirect effects on the four dimensions of pay satisfaction. Further study of these and other monetary-based, individual-difference variables is needed. Results also indicate that the various, monetary-based scales measure many of the same constructs. It is suggested that development of a more concise scale is needed.
机译：对有关薪酬满意度和薪酬模型的文献的历史回顾发现，在调查或包含个人差异变量方面存在空白。这项研究考虑并测试了一些假设变量，这些变量可能影响员工对总薪酬的总体满意度。在劳勒（1930–1971），希尼曼（1971–1985）以及米塞利和莱恩（1985–1991）的摘要的基础上，本研究首先更新了1991年至2002年薪酬满意度文献的摘要。1976年，劳勒提出： （1）薪水有助于提高组织的整体效率，（2）薪水对工人很重要。在1999年，Shaw，Duffy，Jenkins和Gupta基本上表示相同：（1）薪酬是一项重大的组织支出，（2）薪酬是有价值的个人成果。薪酬满意度的问题似乎并没有改变。这项研究认为，在确定某些薪酬满意的前因方面缺乏进展的一种解释可能是它们中没有一个解决货币问题。几个基于货币的个人差异变量被确定为可以测试的潜在变量。其中包括金钱重要性，对薪酬公平的敏感性，唯物主义和提高门槛。总体工作满意度也包括在内。对美国东南部两个州的五个组织进行了调查，包括市政当局，主要能源供应商，小型天然气公司，政府机构和休闲食品制造商。所得样本量为458。验证性因素分析用于测试用于衡量薪酬满意度，金钱重要性，权益敏感性和唯物主义的量表。为每个模型构建单独的模型，从而得出具有可接受的拟合度的模型。然后使用汇总分数将模型中的这些变量与工作满意度和加薪阈值结合起来。探索性因素分析和结构方程建模用于构建和测试最终模型。这项研究的结果发现，从金钱重要性到工作满意度，通过股权敏感性，再到薪酬满意度之间存在间接关系。与以前的发现相反，薪酬与工作满意度之间没有相互关系。唯物主义和加薪门槛未能成功地适用于该模型，因此无法包括在内。这项研究确定了一种对薪资满意度有直接影响的结构（股权敏感性）和另一种对薪资满意度有间接影响的结构（金钱重要性）。两者都对薪酬满意度的四个维度产生间接影响。需要进一步研究这些以及其他基于货币的个人差异变量。结果还表明，各种基于货币的量表可以衡量许多相同的结构。建议需要开发更简洁的规模。

著录项

  • 作者

    Smola, Karen Wey.;

  • 作者单位

    Auburn University.;

  • 授予单位 Auburn University.;
  • 学科 Business Administration Management.
  • 学位 Ph.D.
  • 年度 2003
  • 页码 p.2170
  • 总页数 152
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;
  • 关键词

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