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：与感知的组织支持、情感组织承诺、退出、工作满意度和幸福感的关系的荟萃分析。


员工福利占薪酬成本的 38.1%，代表了对劳动力的大量投资。与依赖于整个组织内个人行动的其他形式的支持不同，福利可以通过最高级别的决策来改变，并影响整个公司的员工。然而，关于福利的文献在很大程度上是脱节的，导致关于员工福利体验在员工个人结果中的作用的理论模糊和实际问题。为了提供理论和实践信息，我们以社会交换理论为框架组织了福利文献，并对员工福利的可用性、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。我们的综述 （k = 134， N = 260,604） 发现员工福利的可用性和主观评估与情感组织承诺、退出意愿、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介导。除了收益可及性和主观评价外，收益使用对这些结局的贡献很小。益处主观评价与大多数结局的相关性也比益处可及性和使用更强。这些关系因福利类型而异，培训福利与工作满意度相关更强，医疗保健和退休福利与离职意向相关更强。总而言之，这项荟萃分析整合了关于员工福利的实证文献，并强调了福利体验和类型对员工-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）。