Equity comparison is a continuous process which may be applied to all facets of job satisfaction and for both types of reward. Employees are constantly making equity comparisons and it is therefore important that employers pay attention to those determinants of job satisfaction which are under management control. Individual determinants of job satisfaction relate to years in career and job expectations. Job expectations are usually formed during the pre-employment stage when individuals are about to enter the labour market. Once the individual is employed job satisfaction becomes a function of that employee's perception of events.
Employees experience a sharp decline early on in their careers.
This decline is known as the induction crisis and occurs when the individuals realise that the career they have chosen does not fulfil their expectations. Employers have attempted to minimise the disruption and cost of the induction crisis by offering realistic job previews. Another dip occurs when individuals near retirement. Innovative solutions such as job sharing, home working and part-time working may prolong the working lives of older employees and so improve their job satisfaction. The is no direct relationship between job satisfaction and performance.