Abstract
Using two different methods of assessment, the goal of the present research was twofold: (1) to examine the relative influence that different standards of comparison have in determining satisfaction with various job facets; and (2) to examine the relative consistency of each standard's influence across job facets. According to both direct reports and the strength of empirical relationships, the results indicated that some standards of comparison were stronger predictors of facet satisfaction than others. The consistency of a standard's influence or predictive power depended on the particular standard of comparison under consideration. Some standards were consistently strong or consistently weak predictors of facet satisfaction, regardless of the particular job facet. However, for other standards of comparison, the amount of predictive influence depended on the particular job facet. Within the context of discrepancy-based theories of job satisfaction, results are discussed in terms of their comparability across the two different methods of assessment, and the directions they suggest for future research.
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Harwood, M.K., Rice, R.W. An examination of referent selection processes underlying job satisfaction. Soc Indic Res 27, 1–39 (1992). https://doi.org/10.1007/BF00300508
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DOI: https://doi.org/10.1007/BF00300508