Abstract
A model of job satisfaction is proposed that integrates the components of discrepancy, equity, need, value and valence theories using a control theory framework. Data was collected from 341 full-time employees from a variety of organizations. The results indicated support for the proposed model. The results illustrated that discrepancies are largely involved in both facet and global evaluations of job satisfaction and that the interaction of discrepancies and importance is instrumental in explaining global satisfaction. The results also demonstrated that comparison others are involved in the evaluation of job satisfaction and that different comparison others are associated with present and future time frame and present and future evaluations of job satisfaction. The results also supported previous assertions that global satisfaction accounts for significant variance incremental to facet satisfaction. Finally, the implications of these results for the proposed model and suggestions for future research are discussed.
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