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

By T. Judge. 2006

96 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/eda50fd77f79c9bb2ba68a4f9ed70865c2c791b2

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Knowledge Flows Within Multinational Corporations: Explaining Subsidiary Isolation and Its Performance Implications (2008, methodology): “…1994, Lattin et al. 2003) to perform confirmatory factor analyses (CFA) to check the convergent validity (i.e., the degree to which specific items jointly load on their hypothesized constructs; Judge 1993) and discriminant validity (Bollen 1989, Long 1983, Judge 1993) of our multi-item constructs.”
Is it pay levels or pay raises that matter to fairness and turnover (2005, background): “Miceli and Mulvey (2000), too, have called attention to the fact that most justice related studies have focused on pay level satisfaction despite considerable evidence that pay satisfaction is multidimensional (e.g., Heneman & Schwab, 1985; Judge, 1993; Judge & Welbourne, 1994; Miceli & Lane, 1991).”
The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008, methodology): “First, we account for the fact that previous research has largely demonstrated the multidimensional nature of pay satisfaction (Carraher and Buckley 1996; Currall et al. 2005; DeConinck et al. 1996; Heneman et al. 1988; Heneman and Schwab 1985; Judge 1993; Judge and Welbourne 1994 ;M ulvey et al.1”
Organizational justice perceptions and pay level satisfaction (2011, methodology): “Prior research based on equity theory and discrepancy theory has supported claims that perceptions of equity are associated with pay satisfaction (Goodman, 1974; Judge, 1993; Rice et al., 1990; Scholl et al., 1987; Weiner, 1980) as well as benefit satisfaction (Tremblay et al., 1998).”