After a noted increased dissatisfaction with individual pay among the members of Kommunal, the largest Swedish trade union, and our own roles as wage-setting managers, an interest in studying individual pay was aroused. As previous research investigated other explanatory factors for a negative attitude to individual pay, this essay aims to investigate whether limited knowledge about the pay process can affect the attitude to individual pay. By collecting primary data, via a targeted quantitative survey in a strategically selected organization, it is investigated whether knowledge influences attitude and whether union membership can influence the outcome in any way. Originating in the theory that knowledge in this case; arises, is managed and passed on in a context between individual and organization, a self-constructed questionnaire was developed. The employees in the organization have had to answer questions about the pay process and what their attitude towards individual pay looks like. Parts of the answers were compiled into a knowledge index where it appears that there is a lack of knowledge about the salary process. Through analysis using cross tables, a weak relationship between knowledge and attitude has been identified. Those who are union members and have a high level of knowledge about the pay process are those who are most positive about individual pay setting. Since causality has not been established and significance is lacking, the essay does not support that knowledge is an explanatory factor for the attitude of individual wage setting.