A multi-modality approach to examine reward satisfaction amongst mid-level managers

Limited research addresses the perceptions of mid-level managers as recipients of desirable rewards.In contrast to CEO “tailor-made” compensation schemes, mid-level manager reward schemes are treated as homogeneously acceptable to motivate individuals. However, in large corporations, mid-level managers are organized in several echelons where size of business unit, functions or geographic locations create an organizational hierarchy. Data from 1,771 mid-level managers across fi e echelons in a single company are analysed to discover reward satisfaction employing instrumental, affective and cognitive modalities (Elizur, 1984). Our fi reveal systematic patterns in satisfaction with different rewards across managers from different organisational echelons. Signifi differences in managerial perceptions are identifi for satisfaction with work conditions and pay (instrumental modality), relations with co-workers, superior managers and direct supervisors, supervisory behaviour, recognition and esteem (affective modality), and opportunities for authority/responsibility, personal growth, use of ability and knowledge, job interest, meaningfulness of work and pride to work for the organization (cognitive modality). All in all, the multi-modality approach adopted in this study appears effective in identifying echelons of managers for which different rewards have different perceived value and therefore different motivational force. With this extended approach to capturing reward satisfaction, patterns of desirable incentives emerge that can help specify the design of schemes for mid-level managers.