Final answer:
Quantitative methods use compensable factors to evaluate jobs and their value to the organization, while nonquantitative methods rely on more subjective assessments. Job satisfaction correlates more strongly with work-content factors than with pay level, which has a weaker correlation. Job satisfaction is commonly measured using questionnaires and surveys, often incorporating a Likert scale.
Step-by-step explanation:
The methods that evaluate the job using a variety of factors, often called compensable factors, are quantitative. These compensable factors, which typically include the skill, effort, responsibility, and working conditions associated with the job, reflect how much the job adds value to the organization. On the other hand, nonquantitative methods involve more subjective assessments and may involve ranking or classification without assigning numerical values to different job components.
Job satisfaction research suggests that factors such as work-content, which includes variety, difficulty level, and role clarity, have a strong correlation with job satisfaction levels. However, the correlation between pay level and job satisfaction is weak. This can be because individuals adapt to higher pay levels over time, and it no longer contributes significantly to job satisfaction.
Finally, job satisfaction is often measured using questionnaires and surveys that tap into various aspects of the job. This can be done using a Likert scale or by asking a series of targeted questions that identify specific satisfaction or dissatisfaction areas.