The Impacts of Employee Benefits, Procedural Justice, and Managerial Trustworthiness on Work Attitudes: Integrated Understanding Based on Social Exchange Theory

• 成果类型: Article
• 署名作者: Ko, Jaekwon; Hur, SeungUk
• 署名单位: Virginia Polytechnic Institute & State University; Virginia Polytechnic Institute & State University
• 刊物名称: PUBLIC ADMINISTRATION REVIEW
• ISSN/ISSBN: 0033-3352
• DOI: 10.1111/puar.12160
• 发表日期: 2014
• 页码: 176-187
• 关键词: PERCEIVED ORGANIZATIONAL SUPPORT; LEADER-MEMBER EXCHANGE; job-satisfaction; DIVERSITY MANAGEMENT; performance; turnover; perceptions; COMMITMENT; motivation; FRAMEWORK

摘要

Recent public management literature has emphasized the influence of human resource management (HRM) policies, including traditional benefits, family-friendly benefits, procedural justice, and managerial trustworthiness, on work attitudes. However, little research in public administration has explored more detailed impacts of each HRM policy. This article provides an integrated understanding of the impacts of HRM policies using social exchange theory. In addition, the moderating impacts of procedural justice and managerial trustworthiness on the relationship between employee benefits and work attitudes are examined. Using the Federal Human Capital Survey 2008 data set, the authors find that two types of employee benefits, procedural justice, and managerial trustworthiness are positively related to job satisfaction, whereas family-friendly benefits, managerial trustworthiness, and procedural justice are negatively associated with turnover intention. The implications of these findings are thoroughly discussed.