DETERMINANTS AND BEHAVIORAL CONSEQUENCES OF PAY SATISFACTION: A COMPARISON OF TWO MODELS1
比较了Lawler模型与Dyer和Theriault模型对薪酬满意度决定因素的解释力，发现后者加入薪酬管理变量后能解释更多薪酬满意度变异，并更好预测离职、缺勤和亲工会态度等后果。
Models of determinants of pay satisfaction proposed by Lawler and by Dyer and Theriault are examined. The basic proposition of Lawler's model is found to explain only a moderate amount of pay satisfaction; a better conceptualization of Lawler's proposition is proposed. Dyer and Theriault add pay administration variables to Lawler's model and this expanded model is found to account for more pay satisfaction variance and to better predict consequences (turnover, absenteeism and pro‐union attitudes) of pay dissatisfaction.