A LONGITUDINAL FIELD STUDY OF THE RELATIONSHIP OF PAY PERCEPTIONS TO SOME INDIVIDUAL ATTITUDES AND BEHAVIORS AT WORK: AN UPDATE OF THE LAWLER APPROACH (COMPENSATION, INCENTIVES, REWARDS, JOB PERFORMANCE, EQUITY)

A longitudinal field study was conducted among managers of a nationwide restaurant chain. Data from two surveys of five levels of managers were used to test a proposed model of the relationship of individual pay perceptions to individual attitudes and behaviors at work. The model incorporated concepts from both equity theory and expectancy theory, and it was compared to a similar, earlier model developed by E. E. Lawler.;Results provided moderate support for the proposed model and less support for Lawler's model. Specifically, the proposed model was supported for five of its nine hypothesized linkages, Pay equity perceptions--Force to exert effort, Job Performance--Pay Satisfaction, Pay equity perceptions--Organizational commitment, Organizational commitment--Intention to leave, and Intention to leave--Voluntary turnover. Lawler's model also posited nine linkages, of which two received support.