Compensation or Right: An Analysis of Employee “Fringe” Benefit Perception

  title={Compensation or Right: An Analysis of Employee “Fringe” Benefit Perception},
  author={Barton L. Weathington and Lois E. Tetrick},
  journal={Employee Responsibilities and Rights Journal},
Past research suggests that employee perceptions of the benefits provided to them by their organization can influence employee attitudes. Three factors that appear to influence the perception of benefits by employees are benefit satisfaction, benefit importance, and the perceived motive of the organization in providing the benefit to employees. However, it also appears that some benefits are perceived as rights that are owed to employees by the organization. This study proposes and tests a… 
Measuring the Value of Nonwage Employee Benefits: Building a Model of the Relation Between Benefit Satisfaction and Value
The present authors propose that the 2 approaches to benefit value are conceptually distinct and have different implications and use a social exchange perspective to justify this distinction and integrate both approaches and benefit satisfaction into a more comprehensive model of benefit perception.
Defining Employee Benefits: A Managerial Perspective
“Benefits” are offered to employees because they promote job satisfaction and increase organizational commitment. They are generally defined as forms of indirect or non-wage compensation,
Work‐life benefits and positive organizational behavior: is there a connection?
Focusing on the employee well-being component of positive organizational behavior (POB), this study explores the relationship between organization provided benefit programs and POB. Specifically, we
Giving is Caring? Identity and Control Issues with Employee Benefits
Employee benefits can be seen as an HRM practice that has received increased attention among practitioners, while scholars’ interest in this theme has been moderate. The previous research focus has
The direct and indirect impact of employee benefits on firm performance in China
Based upon social exchange theory, this paper investigates the relationship between employee benefits and firm performance by studying 324 firms of different ownership forms in China. The research
Reward & appraisal system, organizational environment and motivational effect on employee performance
Economic and psychological theories predict that the design and implementation of a performance measurement and compensation system affect the motivation of employees. This study examines to find out
Income Level and the Value of Non-Wage Employee Benefits
With continuing increases in the cost of medical insurance and other “fringe” benefits, payroll cost for monetary and non-monetary aspects of compensation is a significant factor for most
An Analysis of the Relation Between Employee—Organization Value Congruence and Employee Attitudes
The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization.
Comparative Work-Family Practice Availability and Employee Attitudes
The present research is likely the first study of work-family practices that directly incorporates external referents per social exchange theory. Assessments of relative generosity obtained via
An examination of traditional versus non‐traditional benefits
Purpose – The purpose of this paper is to investigate how the perceived value of traditional versus non‐tradition benefits may be related to the employee‐employer relationship, and how the perception


One hundred eighty-two University of Arizona employees each participated in one of two field studies of the valuation of fringe benefits. Findings included: (a) a lack of employee knowledge regarding
The determinants of employee benefits satisfaction
This study developed a multidimensional scale of benefits satisfaction and utilized a discrepancy model to examine the determinants of employee benefits satisfaction. The empirical findings are based
Relationship between an Organization's Actual Human Resource Efforts and Employee Attitudes
Personnel management theorists and practitioners have assumed that human resource activities have a positive effect on employee attitudes. The present study is an empirical investigation of this
Employee Compensation: Research and Practice
Excerpt] An organization has the potential to remain viable only so long as its members choose to participate and engage in necessary role behaviors (March & Simon, 1958; Katz & Kahn, 1966). To
Fairness, legal compliance, and organizational commitment
Attribution theory is used to hypothesize a positive relationship between one's perception that a fairness motive underlies personnel/human resource management activities and one's organizational
HRM Practices and Employee Commitment: Possibilities, Pitfalls and Paradoxes
SUMMARY Much recent writing on Human Resources Management (HRM) has emphasized the desirability of a committed workforce and the central role of HRM practices in establishing and maintaining such
Pay satisfaction: its multidimensional nature and measurement.
  • H. G. Heneman, D. Schwab
  • Psychology, Business
    International journal of psychology : Journal international de psychologie
  • 1985
Comparison of the pay scales of the Job Descriptive Index and Minnesota Satisfaction Questionnaire with the PSQ dimensions suggested that these well-known scales primarily measure satisfaction with pay level, although a four-dimensional solution provided better representation of the variance in the items studied.
The measurement and antecedents of affective, continuance and normative commitment to the organization
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates
Toward an Employee Responsibilities and Rights Paradigm
Current changes in the nature of the workforce, organizational structures, and institutions of society underlie the considerable, and growing, worldwide orientation toward a workplace
Organizational behavior: The management of individual and organizational performance
Introduction to organizational behaviour - people and organizations individual behaviour - individual characteristics - perception and personality motivation - learning and reinforcement motivation -