Employee job satisfaction is critical for organisational performance, yet the complex interplay between perceived organisational support (POS), pay equity, job equity, and job satisfaction remains underexplored. This study investigates the moderating role of POS on the relationships between equity perceptions (pay and job equity) and job satisfaction in the South African banking industry. Moderation analyses were conducted using a cross-sectional survey of 454 employees to examine these dynamics. Results indicate that both pay equity and job equity are positively associated with job satisfaction. POS significantly moderates the relationship between pay equity and job satisfaction but not between job equity and job satisfaction, suggesting domain-specific fairness dynamics. These findings extend Adam’s Equity Theory by demonstrating how organisational support can amplify or buffer the effects of equitable compensation on employee satisfaction, highlighting the differential mechanisms through which POS operates across equity dimensions. Practically, the study highlights the importance of implementing fair compensation and work allocation practices while fostering supportive organisational environments to enhance employee satisfaction and well-being.
Mabaso et al. (Wed,) studied this question.