Predicting employee satisfaction from congruency among individual need, job design, and system structure

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.