Two operationally different approaches to measuring job satisfaction were used to discriminate among groups of higher-level line managers, lower-level line managers, and managerial-level technical/specialty personnel. Using the need deficiency measure of satisfaction, no linear combinations of subscores significantly discriminated among the groups. When the Job Descriptive Index was used to measure satisfaction, two discriminant functions separated lower-level line managers from the other two groups and the technical/specialty personnel from line managers. The importance of using multiple measures of satisfaction and of using multivariate analytic procedures was pointed out.
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