satisfaction judgments are a function of both episodic affective experiences and beliefs about the job. Overall, the hypotheses that Weiss et al. (1999) predicted were proven correctly.The Weiss et al. (1999) study was important to examine because it can help the business industry better understand employees’ mood and overall job satisfaction. This study was also important to businesses because it shows that two key components (episodic affective experiences and beliefs about the job) are integrated by employees to make a satisfaction judgment. These components can explain why an employee has made a specific evaluation on their job. The Weiss et al. study could have tested more participants in order to get more reliable results. Even though there is sizable literature on job satisfaction, more conceptual thinking and research in this area is needed. The Igalens and Roussel (1999) study tried to determine how the factors of total compensation might impact work motivation and job satisfaction. Two samples of employees were studied separately in order to recognize the unlike reactions between the two groups. The two groups of samples, French exempt employees and French nonexempt employees, were asked to complete a questionnaire. The word exempt means free from obligations imposed by others. The relationships between the factors of total compensation, work motivation and job satisfaction were investigated using a series of three scales and a structural equations model with Lisrell VII. Proposals were created to suggest the circumstances of compensation efficiency on work motivation and job satisfaction in the cultural structure of employment in France.The Igalens and Roussel (1999) study concluded that under specific stipulations, independent compensation of the exempt employees can be a determinant of work motivation. Also, flexible pay of nonexempt employees neither motivates nor increases job satisfaction. Finally, ben...
