That ownership sword works two ways though. Twelve percent of managers at firms with 49 or fewer employees said they were not at all satisfied.
None of the respondents at companies with 5,000 or more employees considered themselves that badly dissatisfied.
The shift in retirement expectations could be seen across respondents, by age.
Only 45% of those 55 or older said they were getting a 401(k) match from their companies. These individuals were more likely than the norm to be expecting pension payments.
But 70% or more of those under 55 years of age said they were getting 401(k) matches, instead.
In some respects, smaller firms outsported bigger firms. Roughly 14% of respondents from firms with under $5 billion of assets under management said they got first class travel approval. That compared to about 9% of those at larger firms.
And 39% of those respondents from smaller firms got non deductible health insurance where only 4% of respondents from mid sized firms did and 14% of those at large firms those with $300 billion or more of assets under management did.
Perhaps, not surprisingly, larger firms appeared to give larger bonuses.
Roughly 21% of respondents in large firms said they expected bonuses of 11% to 20% of their base pay.
That compared to 4% of respondents at medium sized firms.
Similarly, 43% of respondents from firms with less than $5 billion in assets said they expected bonuses of 5% or less of base pay.
For medium sized and large sized firms the percentages were 15% and 14%, respectively.
"Benefits and additional incentives should be added,'' said a portfolio manager and independent director at a Baltimore fund firm.
Last year, the average salary of the managers and executives surveyed by Money Management Executive was $151,900. That was up 5.4% from the average of $144,100 the respondents reported for.
The average pay in 2007: $131,100.
For 2011, the executives and managers surveyed indicate they expect their bonuses to work out to 44% of the size of their base salary.
Notably, the most satisfied group were those individuals on the lower end of the ranks of the fund firms surveyed.
More than half (52%) of the managerial and staff respondents said they were either satisfied (49%) or very satisfied (3%).
By contrast, only 46% of senior vice president executive vice president vice president and equivalent titles were satisfied (38%) or very satisfied (8%).
And least satisfied? Those in the C-suite or on a board of directors. Forty four percent were either satisfied (35%) or very satisfied (9%).
