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The present study investigated the validity of the dimensions of the Pay Satisfaction Questionnaire (PSQ), in particular the degree to which the dimensions of the PSQ were differentially predicted by a number of antecedents. A series of tests supported dimensionality of the PSQ. Perhaps more importantly, a theoretical model was hypothesized and tested which was based on the assumption that different variables predict each of the four dimensions of pay satisfaction. Data was collected from a heterogeneous sample of sales, managerial, professional-technical, and nonexempt employees from a large multidivision corporation. A series of analyses indicated that the items from the PSQ loaded on their hypothesized dimensions, and the dimensions were empirically distinct. Furthermore, the dimensions were differentially predicted by a series of antecedents. This differential prediction evidence supports the validity of the dimensions of the PSQ in a more rigorous and comprehensive manner than has been produced by past research.
The recognition that pay satisfaction is a core component of job satisfaction is not new. In fact, conceptualizations and measurements of job satisfaction include pay satisfaction as a central element (Smith, Kendall, & Hulin, 1969; Weiss, Dawis, England, & Lofquist, 1967). Suggestions that pay satisfaction is a multidimensional construct came from Locke as early 1976. However, H. Heneman and Schwab (1979, 1985) were the first to explicitly hypothesize that pay satisfaction is multidimensional in nature. In developing the Pay Satisfaction Questionnaire (PSQ), H. Heneman and Schwab (1985) initially hypothesized five dimensions of pay satisfaction: pay level, pay raises, benefits, structure, and administration. Based on initial factor analysis results, the validity of the level, raises, and benefits dimensions was supported, but the structure and administration dimensions were combined. This four-factor solution was then replicated on another sample of workers. Subsequent work has supported the multidimensional nature of pay satisfaction, but has reached divergent conclusions about the adequacy of the PSQ in measuring dimensions of pay satisfaction.
When evaluating past research on the PSQ, it is clear that the dimensions of pay satisfaction are not independent, and in fact several are highly related. However, this does not necessarily undermine the validity of the PSQ. Dimensions of compensation are not independent, so one should not expect dimensions of pay satisfaction to be independent. For example, since pay raises...