Predicting employee satisfaction from congruency among individual need, job design, and system structure
研究比较了不同一致性模型对员工满意度的预测效果，发现加权一致性模型优于传统模型，对组织管理者和研究者有参考价值。
Abstract Theoretical models designed to predict employee affective reactions from congruency among individual growth need strength, job attributes, and organizational structure have suffered from imprecision in predictions (Porter et al. , 1975; Nemiroff and Ford, 1976) or inconsistency in the application of integration rules (Pierce et al. , 1979). The present study competitively tested predictions generated by a congruency‐weighted model with predictions generated by previous congruency models. For two data‐sets which manifested evidence of congruency interactions, the results indicated that a congruency‐weighted model was a superior predictor of job satisfaction relative to previous congruency models.