Employee benefits constitute 38.1% of compensation costs, representing a sizeable investment in the workforce. Unlike other forms of support that depend on the actions of individuals throughout the organization, benefits can be changed through decisions at the highest level and influence employees throughout the company. Yet, the literature on benefits has been largely disjointed, resulting in theoretical ambiguity and practical questions about the role of employee benefit experiences in individual employee outcomes. To inform theory and practice, we organized the benefits literature using social exchange theory as a framework and conducted a meta-analysis on the relationships of employee benefit availability, use, and subjective evaluation with perceived organizational support, employee attitudes, and well-being. Our review (k = 134, N = 260,604) found unique relationships between the availability and subjective evaluation of employee benefits and affective organizational commitment, withdrawal intentions, job satisfaction, and well-being, with these relationships partially mediated by perceived organizational support. Benefit use contributed little to these outcomes beyond benefit availability and subjective evaluation. Benefit subjective evaluation was also more strongly related to most outcomes than were benefits availability and use. These relationships varied across types of benefits, with training benefits more strongly related to job satisfaction and health care and retirement benefits more strongly related to turnover intentions. Altogether, this meta-analysis integrates the empirical literature on employee benefits and highlights the implications of benefit experiences and types for the employee-organization relationship and employee well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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员工福利的可用性、使用和主观评价：对感知组织支持、情感组织承诺、退出、工作满意度和幸福感之间关系的元分析。


员工福利占薪酬成本的38.1%，是对劳动力的巨大投资。与依赖于整个组织中个人行为的其他形式的支持不同，福利可以通过最高层的决策来改变，并影响整个公司的员工。然而，有关福利的文献在很大程度上是支离破碎的，导致了关于员工福利体验在员工个人成果中的作用的理论模糊性和实际问题。为了指导理论和实践，我们以社会交换理论为框架整理了福利文献，并对员工福利的可获得性、使用和主观评价与感知的组织支持、员工态度和幸福感之间的关系进行了荟萃分析。我们的审查（k = 134，N = 260,604）发现员工福利的可用性和主观评价与情感组织承诺、退出意图、工作满意度和幸福感之间存在独特的关系，这些关系部分由感知的组织支持调节。除了福利可用性和主观评估之外，福利使用对这些结果贡献不大。与福利的可获得性和使用相比，福利主观评价与大多数结果的相关性也更强。这些关系因福利类型而异，培训福利与工作满意度关系更密切，医疗保健和退休福利与离职意向关系更密切。总而言之，这项荟萃分析整合了有关员工福利的实证文献，并强调了福利体验和类型对员工与组织关系和员工福祉的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。