Advantages of Flexible over Traditional Benefits: A Procedural Justice Explanation

This study investigates the relationship between employee benefits plans and employees’ attitudes towards their benefits and the organization. In addition, this study examines the mediating role of perceived procedural justice (decision and process controls) to explain why the provision of benefits affects such attitudes. From a matched sample of two hotels, one offering fixed benefits and the other offering flexible benefits, the results showed that employees’ had higher levels of satisfaction with flexible benefits because of greater decision control in choosing the benefits they desired. Contrary to predictions, employees’ process control in flexible benefits plans had no significant effects on benefits satisfaction. Also, employees did not significantly perceive that their benefits had greater value when they were allowed to choose the benefits that they desired. Employees who were satisfied with their flexible benefits were more committed to their organizations and had lower intentions to quit.     

The Appropriateness of Using Three Measures of Self‐Beliefs With European American,Latino/a,and Native American College Freshmen

The authors investigated the psychometric appropriateness of the Valuing/Commitment to Education scale (A. M. Gloria, 1993), the Rosenberg Self‐Esteem Scale (M. Rosenberg, 1965), and the Educational Self‐Efficacy Scale (A. M. Gloria, 1993) for use with European American, Latina/o, and Native American college freshmen. Strong to moderate reliabilities were found, as was initial evidence of validity across groups. Los autores investigaron la idoneidad psicométrica de la Valoración/Compromiso con la Escala de Educación (A. M. Gloria, 1993), la Escala Rosenberg de Autoestima (M. Rosenberg, 1965) y la Escala de Autoeficacia Educativa (A. M. Gloria, 1993) para su uso con alumnos universitarios Euroamericanos, Latinos y Americanos Nativos de primer curso. Se hallaron datos que prueban una fiabilidad entre moderada y alta, como lo fue tambien la validez observada inicialmente entre los grupos.     

Further Validation of a Need-based Quality-of-work-life (QWL) Measure: Evidence from Marketing Practitioners

This study further validates a need-based measure of quality of work life (QWL) developed by Sirgy et al. (Soc Indic Res 55:46–56, 2001). We conceptualized the QWL construct in terms of employee satisfaction with two sets of major needs: lower- and higher-order needs. Lower-order needs comprise health/safety needs and economic/family needs. Higher-order needs involve social needs, esteem needs, self-actualization needs, knowledge needs, and aesthetic needs. The results from a survey of marketing professionals largely supported the construct validity and predictive validity of the QWL measure. As expected, QWL has a positive influence on esprit de corps, job satisfaction, and organizational commitment among marketing managers. Managerial implications and directions for future research are also discussed.     

Quality-of-Life Determinants of Happiness in Thailand: the Moderating Roles of Mental and Moral Capacities

This study investigates the influences of quality of life (QoL) in Thailand in terms of quality of family life, quality of community life, and quality of work life as determinants of happiness. Additionally, the moderating effects of mental capacity and moral capacity in relation to the influences of different QoL determinants of happiness are also investigated. The results indicate that quality of family life, quality of community life, and quality of work life have positive effects on happiness in Thailand. Further, our results indicate that mental capacity and moral capacity are significant as moderators in relation to the influences of two QoL determinants of happiness: quality of community life and quality of work life.