Abstract
Controlling for three types of pay systems (individual incentives, group incentives, and fixed hourly wages), this study examines the nature of the relationships of technological organization and managerial and task features to the job attitude of work‐role centrality (WRC). It was found that technological organization was most closely related to WRC under incentive pay conditions, and WRC was lowest under group incentive pay conditions. Individual characteristics were similarly related to WRC in all three systems, but there were differential relationships between task autonomy, managerial orientations, and WRC for the three pay systems. The results are discussed in the framework of Lawler's congruity theory, and suggestions for future studies are proposed.
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