Value importance as a moderator of the value fulfillment–job satisfaction relationship: Group differences.

Abstract

Inconsistencies in the literature were cited concerning the hypothesis that value importance moderates the relationship between value fulfillment and job satisfaction Short forms of the Minnesota Satisfaction Questionnaire and the Work Values Inventory were used to measure intrinsic and extrinsic facets of job satisfaction and two or three (depending on the organization) dimensions of value fulfillment and importance Members of three organizations provided a total of 264 usable questionnaires Moderated regression techniques did not support a fulfillment-importance interaction effect in one organization, found inconsistent effects in another, and obtained strong, consistent effects in the third Subjective impressions among participating groups and their organizations were offered to explain the inconsistent findings It is proposed that control over value fulfillment and anticipated impact of fulfillment on future outcomes might be joint moderators, along with value importance, of the fulfillment-satisfaction relationship Strong and consistent correlations have been found between value fulfillment (i.e., the degree to which a valued outcome is perceived in the job) and job satisfaction (Blood,

Work values: An integrative framework and illustrative application to organizational socialization

“…Typical areas of investigation are values vis-d-vzs job satisfaction (e.g. Butler, 1983;Drummond & Stoddard, 1991) and career choice (e.g. Ben-Shem & Avi-Itzhak, 1991).…”

Mutuality and Reciprocity in the Psychological Contracts of Employees and Employers.

“…In the second step, we entered the joint perceptions (i.e., interaction term) to examine whether the interplay between director and scientist perceptions has explanatory power beyond that of their individual scales. This procedure, suggested by Cronbach (1958), has been also used in previous studies of congruence (e.g., Berger-Gross & Kraut, 1984;Butler, 1983;Maslyn & Uhl-Bien, 2001;Rice, McFarlin, & Bennett, 1989) to eradicate most of the substantive and methodological problems associated with the use of a congruence index, in particular those surrounding the effects of its constituent components. Moreover, results obtained using the hierarchical regressions to test the interaction term were substantiated in a third and final step by applying Edwards' polynomial regression technique (Edwards, 1994).…”

Global Job Satisfaction and Facet Description: The Moderating Role of Facet Importance

“…The moderated regression model of facet satisfaction was proposed in response to the flaws identified in the simple discrepancy (have-want) model of job satisfaction, which despite its "seductive face validity" (Johns, 1981, p. 443) has been discredited on both theoretical and statistical grounds (Cronbach & Furby, 1970;Evans & Ondrack, 1991;Johns, 1981;Wall & Payne, 1973). This moderated regression approach is now widely accepted as a valid model of facet satisfaction (e. g., Butler, 1983;Rice, Gentile, & McFarlin, 1991;McFarlin & Rice, 1992;Rice, McFarlin, & Bennett, 1989), despite some limited criticism on statistical grounds (Morris, Sherman, & Mansfield, 1986).…”