Traditional Benefits Versus Perquisites

Abstract

Abstract. The purpose of this longitudinal study is to test the association between satisfaction with traditional benefits and perquisites and turnover via the mediating effect of organizational commitment. Data come from a series of electronic surveys conducted among a sample of new employees working in the Canadian division of a large international Information and Communications Technologies (ICT) firm. Results indicate that while satisfaction with traditional benefits has both a direct and indirect effect on turnover, satisfaction with perquisites only has an indirect effect on turnover via organizational commitment. Results also show that satisfaction with traditional benefits has a stronger impact on turnover than satisfaction with perquisites.

Employee Engagement as a Mediator to Role Benefit and Innovative Behavior (Evidence from Balinese Five-Star Hotel Employees)

“…Generational disparities should most likely be considered nowadays, for example baby boomers, millennials, and gen Z. Millennials will soon constitute the majority in the workforce around the world, thus role benefits given should reflect their ideals, preference, and lifestyle (Kultalahti and Viitala 2014). Based on findings by Renaud et al (2017), role benefit can be classified into four broad categories: traditional benefits (private group insurance plans and pension plans), paid days off (vacation and parental leave), work-life balance programs (employee assistance, employee wellness, and flexible work arrangements), and bonuses (car reimbursement, parking, product and/or service discounts, personal loans, paid meals, and club memberships). On the other hand, Sieber (1974) divided the role benefits received by employees within the organizations into four categories: (1) role privileges; (2) overall status security; (3) personality enrichment and ego gratification; and (4) resources for status enhancement.…”

Reward strategy and practice as a tool to retain employees: Case of Croatia

“…Employee benefits are part of the tangible reward package offered by an employer to its employees (Renaud & Morrin, 2015). They are the costly part of the remuneration package because they can amount to a third or more of an organisation's basic pay costs.…”