Item – Theses Canada

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OCLC number
30513271
Author
Lynn, David G.(David Gordon),1964-
Title
Incorporating the proceduraldistributive dichotomy into the measurement of pay satisfaction : a study of recently graduated engineers and full-time faculty members of Ontario universities.
Degree
Ph. D. -- University of Waterloo, 1993
Publisher
Ottawa : National Library of Canada = Bibliothèque nationale du Canada, 1993.
Description
2 microfiches.
Notes
University Microfilms order no. UMI00420965.
Includes bibliographical references.
Abstract
This thesis argues that the construct of pay satisfaction has long suffered from an overly distributive or outcome-oriented focus. Recent work in the area of procedural justice suggests that procedural perceptions are distinct from their distributive counterparts, and that procedural perceptions are a more important determinant of institutional evaluations than are distributive perceptions. It is proposed that by explicitly acknowledging the procedural/distributive dichotomy in the measurement of pay satisfaction, the validity of the operationalization of the construct will be increased, and the utility of pay satisfaction measures to predict certain attitudinal consequences will be enhanced. Study 1 involved a reanalysis of existing survey data on 624 recently graduated engineers from the Universities of Waterloo and Toronto. Pay Satisfaction Questionnaire (Heneman & Schwab, 1985) items were summed to yield scores on a procedural pay satisfaction dimension and a distributive pay satisfaction dimension. Results indicate that the six factor structure, including the procedural and distributive pay satisfaction dimensions, provides a better fit to the factor structure of the Pay Satisfaction Questionnaire than does Heneman and Schwab's original four dimensional. Further, the two new sub-scales demonstrate discriminant validity and procedural pay satisfaction is shown to be a more important determinant of organizational commitment than is distributive pay satisfaction. Study 2 involved collecting survey data from 286 full-time faculty members of Ontario universities. The findings of Study 1 are replicated with the second sample. In addition, the usefulness of procedural pay satisfaction to predict Allen and Meyer's (1985) operationalizations of organizational commitment is assessed. Results suggest that affective commitment reacts in much the same fashion as more traditional operationalizations of organizational commitment, continuance commitment is negatively associated with procedurally-oriented pay satisfaction dimensions, and normative commitment fails to correlate with the two new scales. Results also suggest that procedural pay satisfaction and pay-related procedural justice are distinct constructs. Satisfaction with resources than pay and distributively-oriented predictors of pay satisfaction are also examined. Implications of the results for pay satisfaction theory and procedural justice theory are discussed.
ISBN
031581196X
9780315811966