The Impact of Flexible Benefits Plan on Organization Commitment and Intention to Quit

Abstract

In the past decade, the employee benefits industry has undergone considerable change with regard to the types of benefits available at the workplace. Plan sponsors have experimented with a variety of strategies to developing creative ways to tailor their benefit plans to the varying needs of employees. One approach set up is the flexible benefits plans. Thus, the focus of this paper is to develop economic study, test the relationship between benefits plan (traditional and flexible) as independent variables and organization commitment, employees' intention to quit as dependent variables on one side, on the other side we test these relationship according to the employees' demographic characteristics as control variables, with data from a sample of BHP company in Algeria and in headquarters in Australia, a total of 330 respondents were randomly selected as the sample of the study, data was analyzed by (IBM SPSS statistics 20), the study is divided into two parts. In the first part, our result prove that both of traditional benefits plan and flexible benefits plan are related with organization commitment and intention to quit, but the workers under flexible benefits plan demonstrated a higher commitment and lower intention to quit than traditional plan.The second part, the results also show that the demographics characteristics can play important role in the determining of employees' behavior, we prove that there is different in term of commitment and intention to quit among employees according to the differences in the demographic characteristics.

Technology Entrepreneurship and the Performance of Enterprises in the Conditions of Covid-19 Pandemic: The Fuzzy Set Analysis of Waste to Energy Enterprises in Poland

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Improving the Role of Employee Engagement: Job-Fit and Organizational-Fit to Intention to Quit (An Evidence from Hospitality Industries)

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Comparing Continuance Commitment in a Project Orientated Organization.

“…Since continuance commitment is reflective of the cost of leaving, it could be managed by above average pay, flexible hours and other fringe benefits which might make it very difficult for an employee to leave; however whilst the employee continues to fulfil responsibilities, they might not be performing at their best. Research suggests that benefit plans increase employee commitment and reduce intention to quit (Ayache and Naima, 2014). However, Ayache and Naima used the combined measure of commitment -the OCQ -in their research and are therefore unable to eliminate the possibility that the employer in their research was "buying" continuance commitment from the employees and that high commitment scores were false.…”