Two experiments were performed to study job evaluation processes, using methods of information integration theory. Prospective job seekers rated hypothetical job descriptions according to (a) how much they would like to accept the job, and (b) how satisfied they would feel with the job of that kind. Job descriptions were constructed from a Context x Content factorial design, with 0.0, 0.5, and 1.0 proportion of good items as levels of the two stimulus factors. Graphic plots of the Context x Content effect on liking and expected satisfaction ratings showed a near-parallelism, though a small nonadditive component was also present. Critical tests on both the group and individual subject data eliminated the adding rule and the multiplying rule, and supported the averaging rule. The averaging model was able to account for both the additive and nonadditive patterns in judgments of expected job attractiveness and satisfaction. Practical implications of the averaging of job factors for employee satisfaction were discussed.