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PAY SYSTEMS AND WORK‐ROLE CENTRALITY OF INDUSTRIAL WORKERS
Author(s) -
MANNHEIM BILHA,
ANGEL ORLY
Publication year - 1986
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1986.tb00587.x
Subject(s) - centrality , incentive , autonomy , task (project management) , work (physics) , psychology , differential (mechanical device) , reward system , microeconomics , marketing , social psychology , business , economics , management , engineering , mechanical engineering , mathematics , combinatorics , aerospace engineering , political science , law , psychotherapist
Controlling for three types of pay systems (individual incentives, group incentives, and fixed hourly wages), this study examines the nature of the relationships of technological organization and managerial and task features to the job attitude of work‐role centrality (WRC). It was found that technological organization was most closely related to WRC under incentive pay conditions, and WRC was lowest under group incentive pay conditions. Individual characteristics were similarly related to WRC in all three systems, but there were differential relationships between task autonomy, managerial orientations, and WRC for the three pay systems. The results are discussed in the framework of Lawler's congruity theory, and suggestions for future studies are proposed.