Cognitive complexity and the perceived dimensionality of pay satisfaction

Article Abstract:

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. (Reprinted by permission of the publisher.)

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Lack of method variance in self-reported affect and perceptions at work: reality or artifact?

Article Abstract:

Spector (1987) recently concluded that there is little evidence of method variance in multitrait-multimethod studies of self-reported affect and perceptions at work. In this article we propose that this conclusion was incorrect and was the result of improper analytical procedures. Spector's data were reanalyzed by using a more powerful approach: confirmatory factor analysis. Model comparisons and variance partitioning indicated that method variance is presented and accounts for approximately 25% of the variance in the measures examined by Spector. (Reprinted by permission of the publisher.)

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Antecedents and consequences of satisfaction and commitment in turnover models: a reanalysis using latent variable structural equation methods

Article Abstract:

A review of recent models of organizational commitment and employee turnover unearthed a gap in the causal relationship between job satisfaction and commitment. It also determined conceptual and methodological limitations in the approaches taken to this question. New models found strong relationships between personal-organizational characteristics and job satisfaction, and between satisfaction and commitment. These findings present a challenge to existing models of employee turnover. Commitment and employee turnover are closely related.

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