{"id":{"repo_id":"lsu-thes","oai_identifier":"oai:repository.lsu.edu:gradschool_dissertations-1320"},"canonical_url":"https://search.dev.ndltd.org/etd/lsu-thes/oai:repository.lsu.edu:gradschool_dissertations-1320","repository":{"repo_id":"lsu-thes","name":"Lousiana State University","base_url":"https://repository.lsu.edu/do/oai/"},"display":{"title":"Pay satisfaction consequences : development and test of a theoretical model","abstract":"The considerable research examining pay satisfaction over the past thirty years has focused on antecedents and the conceptualization of the construct. Notably little attention has been given to pay satisfaction consequences. This dissertation incorporates organizational justice literature to develop a model of pay satisfaction consequences and then shows the effect of pay satisfaction on job performance, turnover intentions, organizational commitment, and other variables. Two typologies are created to explain the relationship between pay satisfaction dimensions and consequences. One typology classifies the dimensions of pay satisfaction according to their form and what type of exchange is created with the organization. The other categorizes consequences by referent and how pay satisfaction influences it. By combining these typologies, the general model of pay satisfaction consequences is formed. Based on this model, propositions are presented which address what class of pay satisfaction dimensions will influence what class of consequences and in what manner. Heneman and Schwab's (1985) pay satisfaction conceptualization is used to test the general model.","abstract_html":"The considerable research examining pay satisfaction over the past thirty years has focused on antecedents and the conceptualization of the construct. Notably little attention has been given to pay satisfaction consequences. This dissertation incorporates organizational justice literature to develop a model of pay satisfaction consequences and then shows the effect of pay satisfaction on job performance, turnover intentions, organizational commitment, and other variables. Two typologies are created to explain the relationship between pay satisfaction dimensions and consequences. One typology classifies the dimensions of pay satisfaction according to their form and what type of exchange is created with the organization. The other categorizes consequences by referent and how pay satisfaction influences it. By combining these typologies, the general model of pay satisfaction consequences is formed. Based on this model, propositions are presented which address what class of pay satisfaction dimensions will influence what class of consequences and in what manner. Heneman and Schwab's (1985) pay satisfaction conceptualization is used to test the general model.","abstract_has_math":false,"creators":["Faulk II, Larry Hugh"],"institution":"Management (Business Administration)","degree_name":"Doctor of Philosophy (PhD)","degree_level":"Dissertation","degree_discipline":"Business","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2002,"date_issued":"2002-01-01T08:00:00Z","date_published":"2002-01-01T08:00:00Z","updated_at":"2026-07-24T02:57:30Z","subjects":["employee attitudes","pay satisfaction","compensation","psq","human resource management"],"languages":[],"rights":["unrestricted","Release the entire work immediately for access worldwide."],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["etd-0905102-122350","https://repository.lsu.edu/gradschool_dissertations/321"],"render_values":[{"text":"etd-0905102-122350","href":null,"code":true},{"text":"https://repository.lsu.edu/gradschool_dissertations/321","href":"https://repository.lsu.edu/gradschool_dissertations/321","code":true}]}]},"links":{"outbound_url":"https://doi.org/10.31390/gradschool_dissertations.321","outbound_label":"DOI","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Faulk II, Larry Hugh"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2002-08-05"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2022-05-12T23:08:25Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Business"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy (PhD)"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Management (Business Administration)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["employee attitudes","pay satisfaction","compensation","psq","human resource management"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["unrestricted","Release the entire work immediately for access worldwide."]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["etd-0905102-122350","10.31390/gradschool_dissertations.321","https://repository.lsu.edu/gradschool_dissertations/321"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The considerable research examining pay satisfaction over the past thirty years has focused on antecedents and the conceptualization of the construct. Notably little attention has been given to pay satisfaction consequences. This dissertation incorporates organizational justice literature to develop a model of pay satisfaction consequences and then shows the effect of pay satisfaction on job performance, turnover intentions, organizational commitment, and other variables. Two typologies are created to explain the relationship between pay satisfaction dimensions and consequences. One typology classifies the dimensions of pay satisfaction according to their form and what type of exchange is created with the organization. The other categorizes consequences by referent and how pay satisfaction influences it. By combining these typologies, the general model of pay satisfaction consequences is formed. Based on this model, propositions are presented which address what class of pay satisfaction dimensions will influence what class of consequences and in what manner. 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One typology classifies the dimensions of pay satisfaction according to their form and what type of exchange is created with the organization. The other categorizes consequences by referent and how pay satisfaction influences it. By combining these typologies, the general model of pay satisfaction consequences is formed. Based on this model, propositions are presented which address what class of pay satisfaction dimensions will influence what class of consequences and in what manner. 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