Value Orientation, Organizational Rewards, and Job Satisfaction.
ROCHESTER UNIV N Y GRADUATE SCHOOL OF MANAGEMENT
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The nation-wide sales force N540 of a large food and beverage firm responded to a survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and job satisfaction. From equifinality theory it was hypothesized that individuals who emphasize the intrinsic extrinsic aspects of work can achieve the same relative level of overall job satisfaction if intrinsic extrinsic organizational rewards match their value orientation. It was also hypothesized that those Ss who were high in intrinsic value orientation and low in extrinsic value orientation would view satisfaction with the work itself as the most significant determinant of their overall job satisfaction. In order to put the hypothesis into empirical perspective several alternative models of job satisfaction were applied to the same data pool. The results are discussed. Modified author abstract
- Personnel Management and Labor Relations