Social comparison theory (Festinger, 1954) underlies findings and theory in many organizational behavior literatures, such as identity, justice, and compensation. Yet, the field has neglected to incorporate comparison theories introduced in other psychology literatures. Dimensional comparison theory (DCT; (Möller & Marsh, 2013) argues that, in addition to external comparisons to referent other, individuals also make internal comparisons across different dimensions of the self, defined within a multidimensional self-evaluation. This dissertation argues that DCT is related to, but distinct from, existing concepts within organizational behavior and is thus critical to integrate into our understanding of work. In three studies, a vignette study, one experiment, and one field study, I propose examining the effect that dimensional comparisons along these abilities have on individuals’ psychological investment as well as the resulting achievement and satisfaction in these dimensions. Further, I build upon existing DCT research in educational psychology through explicitly hypothesizing the interactive effect of dimensional and social comparisons, considering the role that the importance of the dimension to the group and the individual plays in these relationships, and examining dimensional comparisons using polynomial regression techniques.
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