Examining the Curvilinear Relationship Between Income and Job and Pay Satisfaction

2016 ◽  
Vol 15 (4) ◽  
pp. 164-173 ◽  
Author(s):  
Kelsey N. Parker ◽  
Bradley J. Brummel
Keyword(s):  
Job Satisfaction ◽  
Self Report ◽  
Curvilinear Relationship ◽  
Pay Satisfaction ◽  
Working Adults ◽  
The Us ◽  
Report Data ◽  
Self Report Data ◽  
Curvilinear Relationships ◽  
The Relationship

Abstract. Previous research has shown that income is related to both job satisfaction and pay satisfaction. However, this research has assumed that these relationships are linear. The current study investigated whether the relationship between income and job and pay satisfaction might be better understood using curvilinear models. Self-report data was obtained from 25,465 working adults in the US using a company rating web site, www.careerbliss.com . Results indicated that the relationship between income and job satisfaction was linear. However, income and pay satisfaction were found to have a significant curvilinear relationship such that people began reporting decreased pay satisfaction above income levels of $260,000. Additionally, supplementary analyses demonstrated that other facets of job satisfaction also had significant curvilinear relationships with income.

Examining the relationship between community mobility and participation using GPS and self-report data

2020 ◽  
Vol 265 ◽  
pp. 113539
Author(s):  
Eugene Brusilovskiy ◽  
Louis A. Klein ◽  
Greg Townley ◽  
Gretchen Snethen ◽  
Bryan McCormick ◽  
...  
Keyword(s):  
Self Report ◽  
Community Mobility ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

The Relationship between Spouse abuse and Subjective Job-related Variables in a Sample of Employed Women

1993 ◽  
Vol 23 (3) ◽  
pp. 145-148 ◽  
Author(s):  
Karen Ortlepp ◽  
Nokuphila Doreen Nkosi
Keyword(s):  
Spouse Abuse ◽  
Self Report ◽  
Cross Sectional ◽  
Work Related ◽  
Correlational Design ◽  
Employed Women ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship ◽  
Practical Implications

The aim of the present study was to investigate the relationship between spouse abuse, both physical and nonphysical, and the subjective work-related variables of job satisfaction and job involvement in employed women. Given the exploratory nature of the study, a cross-sectional, correlational design was adopted. Self-report data was collected from 65 African nurses working in a private nursing consultancy in the Johannesburg area. Pearson product-moment correlations were computed. The results indicated that there is a significant inverse relationship between spouse abuse and the subjective job-related variables focused on in this study. Theoretical and practical implications are discussed in terms of these findings.

scholarly journals Employee involvement and job satisfaction: a tale of the millennial generation

2019 ◽  
Vol 41 (3) ◽  
pp. 374-388 ◽  
Author(s):  
Gustavo A. García ◽  
Diego René Gonzales-Miranda ◽  
Oscar Gallo ◽  
Juan Pablo Roman-Calderon
Keyword(s):  
Job Satisfaction ◽  
Employee Involvement ◽  
Positive Impact ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Report Data ◽  
Self Report Data ◽  
Ordered Probit Models ◽  
General Aspects

Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as those concerning teamwork or main tasks at work. Another interesting result is that millennial workers attach high importance to intrinsic aspects of their jobs (such as the possibility to use their knowledge in the work), which may improve their satisfaction in a higher participative environment. Research limitations/implications The results can present bias due to the use of self-report data from millennial workers. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved individual effects. The study may be extended to other developing countries to help identify results more precisely for different contexts. Originality/value The value lies in exploring the relationship between employee involvement and job satisfaction for millennial workers in the context of a developing country. The paper simultaneously considers different types of employee involvement and estimates their effects on different facets of job satisfaction.

A Comparative Analysis of Self-Report and Psychophysiological Measures of Emotion in the Context of Tourism Advertising

2017 ◽  
Vol 57 (8) ◽  
pp. 1078-1092 ◽  
Author(s):  
Shanshi Li ◽  
Gabby Walters ◽  
Jan Packer ◽  
Noel Scott
Keyword(s):  
Measurement Techniques ◽  
Emotional Responses ◽  
Self Report ◽  
Advertising Effectiveness ◽  
Reliable Measurement ◽  
Psychophysiological Measures ◽  
Tourism Advertising ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

This study investigates the influence of emotional responses evoked by destination television advertisements on three common variables of interest when assessing tourism advertising effectiveness: attitude toward the advertisement, postexposure destination attitude and visit intention. In particular, this study used a combination of self-report and psychophysiological measures of emotion and explored the consistency between these two measurement techniques. A total of 101 participants were exposed to 18 existing destination commercials while their real-time psychophysiological responses and self-report data were collected. The results show that the influence of ad-evoked emotions on tourism advertising effectiveness varied according to the way emotion was measured. The effects of pleasure on tourism advertising effectiveness were much weaker when pleasure was measured physiologically than when self-report measures were used. Physiological arousal, however, was not found to be a significant indicator of advertising effectiveness. The results highlight the importance of valid and reliable measurement of emotion and raise concern over the possible overestimation of the relationship between self-reported emotional responses and advertising effectiveness.

Self-Reported Smoking and Measurement of Expired Air Carbon Monoxide in a Clinical Treatment

1998 ◽  
Vol 83 (1) ◽  
pp. 316-318 ◽  
Author(s):  
Elisardo Becoña ◽  
Fernando L. Vazquez
Keyword(s):  
Carbon Monoxide ◽  
Self Report ◽  
Behavioral Program ◽  
End Of Treatment ◽  
Self Reports ◽  
Close Relationship ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship ◽  
Expired Air

In this study was evaluated the relationship between self-reported smoking rate and expired air carbon monoxide in 208 smokers who had attended a behavioral program for smoking cessation. A close relationship between carbon monoxide levels and self-reports was found at the end of treatment and in all follow-ups (6 and 12 mo.), around 100% concordance. Thus, support was found for the use of an expired air carbon monoxide measure as a valid and easy way of corroborating self-report data when required.

scholarly journals PERCEIVED ORGANIZATIONAL SUPPORT EFFECT, REWARDS ANDRECOGNITION, AND SPIRITUALITY ON EMPLOYEE ENGAGEMENT

2019 ◽  
Vol 15 (2) ◽  
pp. 147
Author(s):  
Frinlicia Frinlicia ◽  
B Medina Nilasari
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Support Effect ◽  
Self Report ◽  
Hypotheses Testing ◽  
Survey Questionnaire ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

<p><em>The problems of this research were to examine the influence of perceived organizational support, rewards and recognition and spirituality on employee engagement.. The objectives of this research were to examine whether: (1) perceived organizational support affect employee engagement; (2) rewards and recognition affect employee engagement; (3) spirituality affect employee engagement and (4) perceived organizational support, rewards and recognition and spirituality affect employee engagement. The methodology of this research was a statistical descriptive and hypotheses testing to study the relationship. A survey questionnaire was developed and validated. Purposive sampling was used to select the sample. A total 167 questionnaire were distributed and 167 valid responses collected. Regression analysis was used to predict and estimate the relationship. The result from this study indicate that perceived organizational support, rewards and recognition and spirituality has a positive and significant effect on employee engagement.  Research limitation in this research was that this study was used self-report data so the responses provided may be less objective and this study was weak generalization because the data collected limited on the sample of millennials generation of PT Bank Central Asia, Tbk</em></p>

Ambition at work and career satisfaction

2017 ◽  
Vol 22 (1) ◽  
pp. 87-102 ◽  
Author(s):  
Sabrine El Baroudi ◽  
Chen Fleisher ◽  
Svetlana N. Khapova ◽  
Paul Jansen ◽  
Julia Richardson
Keyword(s):  
The Netherlands ◽  
Career Satisfaction ◽  
Self Report ◽  
Content Type ◽  
Taking Charge ◽  
Report Data ◽  
Self Report Data ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction. Design/methodology/approach A two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands. Findings The results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction. Research limitations/implications The study draws on self-report data collected in one country: the Netherlands. Practical implications The study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition. Originality/value This is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.

scholarly journals Career salience and work outcomes: A comparison of managerial and clerical employees

1997 ◽  
Vol 23 (1) ◽  
Author(s):  
G. J. Lock ◽  
K. Ortlepp
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Self Report ◽  
Work Outcomes ◽  
Hierarchical Level ◽  
Organisational Commitment ◽  
Psychological Well Being ◽  
Report Data ◽  
Self Report Data ◽  
Career Salience

The present research aimed to assess the relationships between career salience and job satisfaction, organisational commitment, and psychological well-being. In addition, the variations within these relationships between management and clerical employees were explored. Self report data was collected from 86 accounting employees at the headoffice of a large retail company in Johannesburg. Pearson product-moment correlations, t-tests and z-transformations were computed. The results indicated that there is a significant positive relationship between career salience and both job satisfaction and organisational commitment. These results were found to differ according to hierarchical level. The variable psychological well-being only yielded significant associations with career salience for the managerial group. Opsomming Die navorsing neem die verband tussen loopbaanmarkantheid en werksbevrediging, toewyding aan die organisasie, en psigologiese welstand in oënskou. Verskille in hierdie verhoudings tussen bestuur en klerklike personeel word vervolgens ondersoek. Selfrapporteringsdata is ingesamel van 86 boekhouers by die hoofkantoor van 'n vooraanstaande kleinhandelaar in Johannesburg. Pearson produk-moment korrelasies, t-toetse en z-transformasies is bereken. Die resultate het aangedui dat daar 'n beduidende positiewe verband is tussen loopbaanmarkantheid, aan die een kant, en sowel werksbevrediging as toewyding aan die organisasie aan die ander kant. Daar is verder gevind dat resultaat bemvloed word deur die hierargiese vlak waarop mense werk. Psigologiese welstand het byvoorbeeld net in die geval van bestuurders 'n beduidende korrelasie met loopbaanmarkantheid getoon.

Accountability and satisfaction: organizational support as a moderator

2014 ◽  
Vol 29 (5) ◽  
pp. 458-471 ◽  
Author(s):  
Wajda Wikhamn ◽  
Angela T. Hall
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Self Report ◽  
Work Outcomes ◽  
Content Type ◽  
Two Samples ◽  
The Usa ◽  
Support Conditions ◽  
Self Report Data ◽  
The Relationship

Purpose – The purpose of this paper is to investigate how perceived organizational support (POS) moderates accountability's relationship with job satisfaction. Design/methodology/approach – Self-report data were collected from one organizational sample from the USA and one organizational sample from Sweden. Findings – The results support the hypothesis that POS moderates the relationship between accountability and job satisfaction in the two samples. Specifically, the findings show that accountability relates positively to satisfaction under high support conditions and, in one sample, negatively to satisfaction under low support condition. Research limitations/implications – The current results suggest that social context is vital to a more informed evaluation of how accountability relates to work outcomes. Organizations should show their employees that they care about them. This can be achieved through starting, maintaining, and nurturing those initiatives that are interpreted positively by the employees. Social implications – Scandals represent examples of accountability failures. The implications of these scandals are not merely limited to individual companies and their employees. The wellbeing of the employees is part of the wellbeing of the society. Originality/value – This study offers new insights on the relationship between accountability and job satisfaction. First, it demonstrates how organizational support perception functions as a moderator of this relationship. Second, it reports replicable results from two organizational samples – one from North America and one from Europe.

Sign in / Sign up

Export Citation Format

Share Document