This study investigates whether the better-than-average (BTA) effect (Alicke, 1985; Alicke, Klotz, Breitenbecher, Yurak, & Vredenburg, 1995) exists at the staff accountant level, and if the BTA effect is present, whether it affects their pay satisfaction levels. First the degree of BTA bias was measured using 24 trait adjectives identified by Libby and Thorne (2004) as important for professional
... [Show full abstract] auditors to possess. The results of the BTA effect ratings indicate that staff level accountants rate themselves statistically significantly better than the average professional auditor (t = 11.981, p = .000), and statistically significantly better than their immediate work associate (t = 3.496, p = .001). After manipulating performance pay in two cases the results of the BTA bias were combined with pay satisfaction ratings. Responses were then grouped into quartiles, according to their BTA scores, with the first quartile representing those individuals with the greatest BTA bias, and the second quartile representing the group with the second highest BTA bias, etc. The results indicate that there is a statistically significant difference in performance pay satisfaction levels between all but one of the quartiles. The results suggest that the greater an individual's BTA rating, the less likely they will be satisfied with their performance pay.