An economic model is applied to employee attitudinal variables as a means of comparing the contribution of intrinsic and extrinsic job facets to overall job statisfaction for two occupational status groups. Surveyed were 577 skilled workers and 181 managers of an electronic manufacturing organization. The two occupational groups were significantly different with respect to the intrinsic-extrinsic composition of overall job satisfaction. Implications for management policy and organizational reward systems are discussed.
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