Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates

B.H.J. Schreurs; H. Günter; I.H. van Emmerik; G. Notelaers; D.A.T. Schumacher

doi:10.1080/09585192.2014.940992

Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates

B.H.J. Schreurs^*, H. Günter, I.H. van Emmerik, G. Notelaers, D.A.T. Schumacher

^*Corresponding author for this work

Organisation,Strategy & Entrepreneurship

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Abstract

The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.

Original language	English
Pages (from-to)	1523-1546
Number of pages	24
Journal	International Journal of Human Resource Management
Volume	26
Issue number	12
DOIs	https://doi.org/10.1080/09585192.2014.940992
Publication status	Published - 4 Jul 2015

Keywords

benefits
multilevel
meaning of money
compensation
work climate
SOCIAL SUPPORT
INTERRATER RELIABILITY
ORGANIZATIONAL JUSTICE
INTRINSIC MOTIVATION
JOB CHARACTERISTICS
PROCEDURAL JUSTICE
CAREER SUCCESS
SELF-ESTEEM
WORK
MONEY

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10.1080/09585192.2014.940992

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Cite this

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title = "Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates",

abstract = "The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.",

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AU - Schumacher, D.A.T.

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