Abstract
The purpose of the present study was threefold. First, to test the validity of the dimensions of pay satisfaction in pay for performance systems. Second, to study the relative effects of different pay satisfaction dimensions on individual work outcomes. Third, to examine potential mediating role of affective commitment in the pay satisfaction-individual work outcome relationship. A two- sample cross-sectional survey conducted among sales executives and sales managers of two different organizations offer support for the distinctiveness of four pay satisfaction dimensions viz., fixed pay level, variable pay level, pay structure and administration, and variable pay procedure satisfaction. The findings of path analyses indicated that the dimensions differentially predicted the outcome variables. The results reported that affective commitment was not a significant mediator between pay satisfaction dimensions and work outcomes, except between variable pay level satisfaction and job performance in the first sample. However, affective commitment was significantly related to turnover intentions. Implications for theory and practice are discussed.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
