Pay Satisfaction Questionnaire Research Articles

The impact of locus of control on job performance and salary satisfaction

The purpose of this research was to analyze the impact of locus of control on workplace performance and pay satisfaction on a sample of 61 participants, both male and female. The methods used in this study were: the Work Locus of Control Scale (WLCS), the Williams and Anderson’s Performance Scale and the Pay Satisfaction Questionnaire. The questionnaires were completed through the Google Forms platform. The sampling technique wasone of convenience, thus we selected the people available to participate in the study. According to the results, there is no significant difference in locus of control according to gender. Incontrast, there are significant correlations between locus of control and job performance and locus of control and pay satisfaction.

The Impact of Remuneration toward Salary Satisfaction: A Case Study on Job Evaluation Method in SME Employees in Central Sulawesi, Indonesia

This study aims to evaluate the effectiveness of remuneration with job evaluation point method and to discover its impact toward salary satisfaction of employees in Small and Medium scale Enterprise (SME). This research is a case study involving SME level employees in the field of food and beverage preparation who received remuneration with job evaluation point method. The methods for data collection used in this research were observation, interview, and questionnaires. The measurement scale used was the Pay Satisfaction Questionnaire. This research was an experimental action research with the randomized pretest–posttest control group design. The Mann–Whitney and Friedman tests were applied for conducting data analysis. The study argues that the application of remuneration by using job evaluation point method can increase the satisfaction of SME employees, reduce the level of turnover, and increase work commitment of employees. The results of the data analysis showed that the hypothesis was accepted; there was an improvement in salary satisfaction of experimental group who received remuneration with a significance value of p<0.005.

An exploratory study of pay satisfaction among public sector employees in Jordan

Pay satisfaction is regarded as an important factor in promoting organizational productivity based on its motivational factor. Accordingly, this research sought to explore pay satisfaction in the Jordanian public sector with an objective of establishing the level of satisfaction among employees. The inquiry is based on the Pay Satisfaction Questionnaire developed by a previous study. Using weighted averages for the analysis of data, this research establishes that the pay satisfaction of the Jordanian public sector employees is relatively low and that employees are less than satisfied with the various pay aspects queried including pay level, benefits, pay raise, and pay structure and administration. This has the implication that the low productivity in the public sector could be as a result of lack of staff motivation due to low pay. The research determines that in average, the 210 participated employees were least satisfied with pay structure and administration, whereas the other factors, namely, benefits, pay raise, and pay structure/administration, achieved an average score.

Pay Satisfaction and Organizational Politics as Predictors of Quality of Work Life among Government Employees

Abstract The study investigated the predictive role of pay satisfaction and organisational politics on quality of work life. Herzberg’s Two-Factor Theory was used as a theoretical framework in this study. Cross sectional survey research design was adopted. Data were collected from 429 respondents consisting of (Females = 231(53.8%), Males = 198(46.2%) (Mean age = 39.14, S.D = 12.07) via a simple random and convenience sampling techniques. Work-Related Quality of life scale (WRQLS), Pay Satisfaction Questionnaire (PSQ) and Perceived Organisational Politics Scale (POPS) were used as instrument for data collection. Data collected were analysed using Pearson moment correlation (PPMC) and Multiple Regression analysis. There was significant positive relationship between pay satisfaction and quality of work life. Positive relationship was found between organisational politics and the quality of work life. Finally, pay satisfaction and organisational politics jointly predict quality of work life. These findings have implications for putting up psychological interventions aim at improving the quality of work life of government employees.

Pay Satisfaction and Role Ambiguity as Predictors of Job Burnout Among Osun State Civil Servants, Nigeria

The study assessed the levels of Job burnout and examined the extent to which pay satisfaction predicted job burnout among Osun State civil servants. It also investigated the extent to which role ambiguity predicted job burnout and determined whether there is a joint prediction of pay satisfaction and role ambiguity on job burnout. These were with a view to understanding the factors that predict job burnout among Osun State civil servants. The study adopted the descriptive survey design. Primary data were collected through the administration of questionnaire on a sample of the study population. The study adopted multi-stage sampling technique. Purposive sampling technique was used to select eight ministries and stratified sampling technique was used to select 354 respondents comprising 214 males and 140 females with mean age of 43.39 years and standard deviation of 9.09. Three standardized psychological instruments namely: Pay Satisfaction Questionnaire (PSQ), Role Ambiguity Scale and Maslach Burnout Inventory (MBI) were used to collect the data for the study. The data generated was subjected to linear and multiple regression analyses. The results revealed that civil servants exhibited a moderate level of job burnout (44.70%). The results also showed that pay satisfaction significantly predicted job burnout among civil servants (β= 0.21, t = 3.53,P< .05). The results further revealed that role ambiguity significantly predicted job burnout among the respondents (β= 0.71, t = 8.37,P<.05). Finally, the results indicated that pay satisfaction and role ambiguity jointly predicted job burnout among civil servants (β= 28.13, t = 9.39,P< .05). The study concluded that job burnout was moderate among Osun State civil servants, while pay satisfaction and role ambiguity independently and jointly predicted job burnout among respondents.

Pengaruh Kompensasi dan Kepuasan Kerja terhadap Komitmen Organisasional Perawat dan Bidan Kontrak di RS Bhayangkara Hasta Brata Batu Malang

This study aims to determine the effect of compensation and job satisfaction of nurses and midwives to organizational commitment in Hasta Brata Bhayangkara Hospital Batu Malang. This study uses a quantitative approach using descriptive analytic survey with cross sectional study, with 37 respondents contract nurses and midwives in the Bhayangkara Hospital Hasta Brata Batu. The research instrument uses PSQ (Pay Satisfaction Questionnaire) on variable compensation, MSQ (Minnesota Satisfaction Questionare) on job satisfaction variables, and OCS (Organizational Commitment Scale) on the variable organizational commitment. Data analysis is using path analysis. The results show that compensation has siqnifikan effet either directly or indirectly through job satisfaction on organizational commitment of nurses and midwives in hospitals Bhayangkara Hasta Brata Batu Malang.

The effects of pay satisfaction and affective commitment on turnover intention

One of the antecedents of turnover and turnover intention is job attitude. Among the job attitudes in the organizations, many researchers have focused on satisfaction and organizational commitment as the factors affecting turnover intention. Meta-analysis studies have noted that correlation between turnover intentions is higher relative to its relationship with satisfaction which indicates the possibility of mediation relationship. One facet of satisfaction which is important in predicting turnover intention is pay satisfaction. Only a few studies have been conducted to test the mediation relationship among the variables. This study aimed to examine the direct and indirect effect of pay satisfaction on turnover intention, which is mediated by affective commitment. Instruments used in this study were the Indonesian version of Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), Affective Commitment Scale (Allen & Meyer, 1990), and Turnover Intention Scale, which were delivered to 183 employees of an automotive manufacture company in Indonesia. The data of 150 respondents involved were analyzed using path analysis with latent variables. The result showed that turnover intention was significantly predicted by both pay satisfaction ( γ 1 = -0.19, p < 0.05) and affective commitment ( β = -0.77, p < 0.05), while affective commitment was significantly predicted by pay satisfaction ( γ 2 = 0.32, p < 0.05). The model supported for a partial mediation and that there were both direct and indirect effects of pay satisfaction on turnover. Affective commitment played an effective role in mediating the relationship between pay satisfaction and turnover intention.

The impact of personality on pay satisfaction among small business managers in the United States and China

Purpose – The purpose of this paper is to analyze the effect personality has on pay satisfaction among small business managers in China and the USA. Design/methodology/approach – This research is in attempt to further understanding and provide application of how companies can better incentive talent through compensation and benefit programs. The goal is to extend and deepen the comprehension of how to encourage talent pools to increase intrinsic performance through compensation programs. Findings – The measures that were used in this study were the Big Five Personality Test and the Pay Satisfaction Questionnaire. Originality/value – Similar results were found across the two countries, and having primary empirical data such as these is original.

Measurement Invariance of the Pay Satisfaction Questionnaire Across Gender

Although women tend to earn less for doing similar jobs, research indicates that they are at least as satisfied with their pay as their male colleagues. In examining explanations for this paradox of the contented female worker, the Pay Satisfaction Questionnaire (PSQ) is often used to measure and compare the pay satisfaction of both gender groups. However, using the PSQ without testing its measurement invariance across gender can lead to rash conclusions. Therefore, this study submitted PSQ data of 699 female and 448 male employees from different organizational sectors to a series of measurement invariance tests (i.e., configural invariance, metric invariance, scalar invariance, and error variance invariance). All tests’ results support the measurement invariance of the PSQ across gender, indicating it as an appropriate instrument to examine the contented female worker paradox. The article concludes with some suggestions for future research.

Measurement Invariance of the Pay Satisfaction Questionnaire Across Three Countries

In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N = 321), Belgium (N = 301), and Cyprus (N = 132). Results showed that the measurement structure of the PSQ was invariant across these different countries because there was no departure from measurement invariance in terms of factor form, factor pattern coefficients, factor variances, and factor covariances. These results show promise for the equivalence of PSQ ratings across different countries. Future research is needed to test the equivalence further across other countries and samples.

Using a Random-Effects Model to Test Differing Conceptualizations of Multidimensional Constructs

Previous work investigating the dimensionality of psychological constructs has assumed a fixed-effects model, in which one true correlation describes the relationship between two given dimensions. We challenge this assumption by showing how a random-effects model may aid in representing individual perceptions of multidimensional constructs. Using the Pay Satisfaction Questionnaire (PSQ), we demonstrate that the relationships that individuals hold between the (purported) dimensions of the PSQ are predictable by cognitive complexity, pay level satisfaction, pay level, and interactions; we also show how between-dimension variation assists in establishing criterion-related validity.

Dimensionality of the Pay Satisfaction Questionnaire: A Validation Study in Belgium

This study examined the underlying dimensions of the Pay Satisfaction Questionnaire to test whether the robust 4-factor structure (Pay Level, Benefits, Raises, and Structure or Administration) often established in the United States can be generalized to other countries and cultures as well. Data of 4 samples (for-profit employees, nonprofit nurses, cultural centre employees, and nonprofit teachers) were analysed with confirmatory factor analyses. The results for the first 3 samples yielded support for the original 4-factor structure of the Pay Satisfaction Questionnaire. In the teachers' sample, the irrelevant Benefits items were excluded from the analysis, resulting in a 3-factor structure of pay satisfaction.

Pay increase satisfaction: A reconceptualization of pay raise satisfaction based on changes in work and pay practices

A new perspective on pay raise satisfaction, termed “pay increase satisfaction,” is conceptualized and used to guide the development of measures to supplement the widely used Pay Satisfaction Questionnaire (PSQ) [Int J Psychol 20 (1985) 129.]. The need for this new conceptualization lies in the nature of contemporary work and pay systems, particularly to those organizations adopting new strategic pay practices. Six dimensions of pay increase satisfaction are proposed: pay increase amount, pay increase opportunity, pay increase form, pay increase requirements, pay increase personal control, and pay increase rules. These dimensions are necessary to capture elements of the pay satisfaction domain not currently being captured by the PSQ. Implications for future research are discussed.

A Construct Validity Analysis of Scores on Measures of Distributive Justice and Pay Satisfaction

Using a multidimensional measure of pay satisfaction (the Pay Satisfaction Questionnaire; PSQ), this study assessed the discriminant validity between scores on a measure of distributive justice and the PSQ using confirmatory factor analysis. Data collected from a diverse sample of employees indicated that the items from both the pay satisfaction scale and the distributive justice scale loaded on the hypothesized dimensions. Various goodness-of-fit measures confirmed the discriminant validity of the two constructs.

Cognitive complexity and the perceived dimensionality of pay satisfaction.

This study explored the possibility that cognitive complexity can account for differences in the number of perceived dimensions with which individuals conceptualize pay satisfaction, as measured by the Pay Satisfaction Questionnaire. Using 2 independent samples of 1,969 certified teachers, it was found that mean group differences in cognitive complexity may account for the differences previously found in the literature. It was suggested that additional basic research be performed on how individuals conceptualize pay satisfaction and that more useful measures of cognitive complexity be developed.

The Development of an Instrument to Measure Attitudes toward Benefits

The dimensionality of a new multidimensional benefits satisfaction questionnaire called the Attitudes Toward Benefits Scale was examined using a principal components analysis with an orthogonal rotation, and the parallel analysis criterion was used to determine the number of components to retain. It was found that the items loaded on three separate components, as had been hypothesized, and that only one of the components, satisfaction with benefits, was statistically significantly correlated with the benefit subscale of the Pay Satisfaction Questionnaire.

Testing the Effect of Level and Importance of Pay Referents on Pay Level Satisfaction

Using 162 pharmaceutical managers in a longitudinal research design, this study tested whether level and importance of a pay referent interacted to affect pay level satisfaction. Five pay referents (financial, historical, organization, market, and social) and three standardized pay level satisfaction scales (Job Descriptive Index, Minnesota Satisfaction Questionnaire, and Pay Satisfaction Questionnaire) were used. After controlling for employee salary, job inputs, job characteristics, pay system administration, and level and importance pay referent main effects, interactive effects were found which varied by pay satisfaction scale. Results and limitations of this study are discussed.

A confirmatory investigation of the dimensionality of the Pay Satisfaction Questionnaire.

A confirmatory investigation of the dimensionality of the Pay Satisfaction Questionnaire.

A confirmatory investigation of the dimensionality of the Pay Satisfaction Questionnaire.

In the past, researchers have reached contradictory conclusions about the ability of the Pay Satisfaction Questionnaire (PSQ) to measure dimensions of pay satisfaction. Using a more rigorous and extensive series of tests than has been the case with past research and using longitudinal data from 2 samples of workers, the present study supported the 4 dimensions suggested by H. G. Heneman and D. P. Schwab (1985). The 4-factor solution was supported at both Time 1 and Time 2, despite the fact that a compensation intervention occurred between the time intervals. These results suggest favorable conclusions about the ability of the PSQ to measure pay satisfaction and are discussed in light of additional tests that may further substantiate the validity of the PSQ

VALIDITY OF THE DIMENSIONS OF THE PAY SATISFACTION QUESTIONNAIRE: EVIDENCE OF DIFFERENTIAL PREDICTION

The present study investigated the validity of the dimensions of the Pay Satisfaction Questionnaire (PSQ), in particular the degree to which the dimensions of the PSQ were differentially predicted by a number of antecedents. A series of tests supported dimensionality of the PSQ. Perhaps more importantly, a theoretical model was hypothesized and tested which was based on the assumption that different variables predict each of the four dimensions of pay satisfaction. Data was collected from a heterogeneous sample of sales, managerial, professional‐technical, and nonexempt employees from a large multidivision corporation. A series of analyses indicated that the items from the PSQ loaded on their hypothesized dimensions, and the dimensions were empirically distinct. Furthermore, the dimensions were differentially predicted by a series of antecedents. This differential prediction evidence supports the validity of the dimensions of the PSQ in a more rigorous and comprehensive manner than has been produced by past research.