Recent public management literature has emphasized the influence of human resource management (HRM) policies, including traditional benefits, family‐friendly benefits, procedural justice, and managerial trustworthiness, on work attitudes. However, little research in public administration has explored more detailed impacts of each HRM policy. This article provides an integrated understanding of the impacts of HRM policies using social exchange theory. In addition, the moderating impacts of procedural justice and managerial trustworthiness on the relationship between employee benefits and work attitudes are examined. Using the Federal Human Capital Survey 2008 data set, the authors find that two types of employee benefits, procedural justice, and managerial trustworthiness are positively related to job satisfaction, whereas family‐friendly benefits, managerial trustworthiness, and procedural justice are negatively associated with turnover intention. The implications of these findings are thoroughly discussed.

Management literature has emphasized the influence of family-friendly work practices (FFWPs) on work attitudes and organizational performance because there has been an increase in the number of women and dual-career couples in the workforce. However, previous studies on FFWPs yielded inconclusive results and focused on the direct relationship between FFWPs and outcomes. This study explores the influence of FFWPs on job satisfaction and organizational performance. Also, we investigate the moderating effects of managerial support and performance-oriented management. Results support the moderating effect of managerial support. But, findings regarding the moderating role of performance-oriented management do not support our expectation.

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