Benefit System Effects on Employees’ Benefit Knowledge, Use, and Organizational Commitment

Sinclair, Robert R.; Leo, Michael C.; Wright, Chris W.

doi:10.1007/s10869-005-6981-1

Cited by 33 publications

(25 citation statements)

References 28 publications

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“…According to social exchange approach responsibilities resultfrom the interactions and exchangesbetween parties who are in a state of joint interdependence (Saks, 2006;Sinclair, Leo & Wright, 2005). This approach states that the organizational commitment of an individual is dependent on individual's perceived balance of reward benefits over input utilities .In other words it focuses on the exchange relation between an individual and an organization.…”

Section: Organizational Commitmentmentioning

confidence: 99%

Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan

Naqvi

Ishtiaq

Kanwal

et al. 2013

IJBM

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This study inspected the effect of job autonomy on job satisfaction and organizational commitment with a moderating role of organizational culture in the fast food sector of Pakistan. A sample of 107 employees was considered for this study. Employees included waiters, managers, supervisors and floor incharges of top fast food restaurants operating in Rawalpindi and Islamabad. Results showed that an increase in job autonomy results in an increased level of job satisfaction and organizational commitment and organizational culture moderates this relationship.

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Section: Organizational Commitmentmentioning

confidence: 99%

Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan

Naqvi

Ishtiaq

Kanwal

et al. 2013

IJBM

View full text Add to dashboard Cite

show abstract

“…Another way in which the results of this study could be utilised is to increase the number of employees who choose certain benefits. High-quality benefit communication has been linked to increased employee benefit use and knowledge (Sinclair, Leo and Wright 2005), and is therefore of utmost importance to an organisation when implementing a benefits program. Such effective communication could be accomplished through marketing strategies devised to target the specific groups that have the propensity to prefer each type of benefit.…”

Section: Implications and Future Directionsmentioning

confidence: 99%

Examining determinants of employee benefit preferences: Joint effects of personality, work values, and demographics

Lawton

Chernyshenko

2008

Asia Pacific Journal of Human Resources

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This investigation focused on identifying the determinants of employee benefit preferences in a large New Zealand retail organisation (N = 229). The study delved beyond previous research by examining the role of individual difference variables in explaining employee benefit preferences in addition to commonly studied demographic variables. Specifically, it was hypothesised that work values and the five‐factor model traits of personality would explain incremental variance in employee benefit preferences, beyond the effects of demographics. This hypothesis was supported for education‐supportive benefit preferences, which were predicted by status and independence work values, extroversion, conscientiousness, age, education, and job category. However, family‐supportive benefit preferences appeared to be driven solely by demographics (marital status, number of dependants and employment status). The implications of these findings and possible applied uses are discussed.

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“…For example, Muse et al (2008) and Sinclair et al (2005) found that flexible benefits enhanced employees' feelings of commitment but Blau et al (2001), Tremblay et al (2000), and Williams et al (2006) found no significant relationships. Similarly, Williams et al (2006) indicated that benefits satisfaction was negatively related to turnover intentions, but Blau et al (2001) found no significant relationships.…”

Section: Conceptual Development and Hypothesesmentioning

confidence: 99%

Advantages of Flexible over Traditional Benefits: A Procedural Justice Explanation

Lee

Singhapakdi

Too

2008

Applied Research Quality Life

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This study investigates the relationship between employee benefits plans and employees' attitudes towards their benefits and the organization. In addition, this study examines the mediating role of perceived procedural justice (decision and process controls) to explain why the provision of benefits affects such attitudes. From a matched sample of two hotels, one offering fixed benefits and the other offering flexible benefits, the results showed that employees' had higher levels of satisfaction with flexible benefits because of greater decision control in choosing the benefits they desired. Contrary to predictions, employees' process control in flexible benefits plans had no significant effects on benefits satisfaction. Also, employees did not significantly perceive that their benefits had greater value when they were allowed to choose the benefits that they desired. Employees who were satisfied with their flexible benefits were more committed to their organizations and had lower intentions to quit.

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Benefit System Effects on Employees’ Benefit Knowledge, Use, and Organizational Commitment

Cited by 33 publications

References 28 publications

Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan

Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan

Examining determinants of employee benefit preferences: Joint effects of personality, work values, and demographics

Advantages of Flexible over Traditional Benefits: A Procedural Justice Explanation

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