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Is it necessary to determine how important each component of the job is to the employee as well as how satisfied he is with each component? Evaluation of the effect of using importance measures to arrive at weighted overall jobsatisfaction scores indicated that (a) scores on an 8-point scale of importance multiplied by satisfaction scores gave a "satisfaction-times-importance" total score that correlated 99 with the unweighted total; (b) the unweighted total was as highly correlated with independent measures of overall job satisfaction as any of the weighted totals However, the most important component as determined by a ranking scale was more closely related to overall job satisfaction than the least important component. It was concluded that the present results indicated the necessity of empirically demonstrating the usefulness of importance measures before accepting total scores weighted by importance as superior to unweighted total scores

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Results of an empirical test of the Herzberg 2-lactor theor> of job satisfaction are reported A number of hypotheses for which the Herzberg theory and traditional urudimensional theory make different predictions were tested using a sample of 793 male employees from various jobs The intrinsic variables ("satisfiers"; were the work itself and promotions, and the extrinsic \anable ''dissatisfier") was pa> Neither the Herzberg theory nor the traditional theory was supported by the data Instead, results indicate that intrinsic factors are more strongh related to both overall satisfaction and overall dissatisfaction than the extrinsic factor, pay, and suggest that functioning of the extrinsic variable ma> depend on the level of satisfaction with the intrinsic variables It was concluded that the concepts of "satisfiers" and "dissatisfiers" do not accurateh represent the manner in which job-satisfaction variables operate

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