Family support benefits: Individual utility and organizational outcomes
If organizations experience the projected labor shortage later in this decade, concern will grow regarding employee motivation and retention. Organizations that ignore employee needs may experience difficulty in recruiting and retaining employees. A recent survey finds a correlation between employees' perceived utility of certain benefit programs and job satisfaction and performance. When organizations consider family support issues, they should be sensitive to the potential backlash that this issue may generate. While considering techniques that could aid families, organizations must also recognize that any benefits package change should include changes that potentially would benefit all employees. Flexible benefits and flexible hours provide 2 examples that may be attractive to the majority of employees regardless of their family status. Those without a need for family benefits may select other options in order to create packages that can satisfy diverse needs.
McEnery, J. M., & Hoyer, D. T. (1994). Family support benefits: Individual utility and organizational outcomes. Benefits Quarterly, 10(1), 64-71.
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