Orchestral musicians earn larger salaries as their career development wins them employment in major orchestras, but they may simultaneously face disappointing losses of intrinsic musical satisfactions from their work. Such trade-offs of intrinsic for extrinsic rewards, along with other contradictions in the setting of orchestral work, appear to be primarily a function of the stratification among orchestras. These and other observations are presented in this article in the course of developing a structural equation model of orchestral career commitment. The model is fitted to survey data drawn from a national sample of symphony orchestras.
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