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Article 1

Cole, N. D., & Flint, D. H. (2005). Opportunity knocks: Perceptions of fairness in employee benefits. Compensation & Benefits Review, 37, 55–62.

Abstract:

• This article considers potential conflicts between the principles of equity, equality. and need in perceptions of fairness regarding employee benefits, based on self-interest bias, and makes specific predictions regarding perceptions of distributive justice in specific benefit plans. It includes predictions regarding perceptions of procedural justice.
• A survey of 497 employees in seven Canadian organizations tested the predictions. Findings indicate that need is still an important criterion for assessing distributive justice in employee benefits, although the survey also found evidence of self-interest bias. Perceptions of procedural justice were found to be significantly higher in plans with extensive communication and employee participation in plan design.

Article 2

Mulvaney, M. A. (2014). Leave programs/time off and work-stress family employee benefits programs, organizational commitment, and self-efficacy among municipal employees. Public Personnel Management, 43, 459–489.

Abstract:

• The purpose of this study was to examine the role between family-friendly employee benefits programs (FFEBPs) and organizational commitment and employee motivation (self-efficacy) among a sector of municipal employees.
• Three hundred forty-seven local government professionals completed an online survey that was used to measure the variables of interest. Results found significant mean differences of employees’ job self-efficacy and organizational commitment levels between agencies with work–family stress management FFEBPs and agencies without these programs.