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Do Work-Life Benefits Enhance the Work Attitudes of Employees? Findings from a Panel Study

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  • James Gerard Caillier

    (University of Alabama)

Abstract

Several years of data were obtained from a survey administered in U.S. federal agencies. The results revealed that work-life programs did not negatively affect turnover intentions. In fact, two work-life programs (i.e., teleworking and employee assistance programs) were actually found to increase turnover intentions. However, one of the work-life programs (health and wellness) was found to positively affect satisfaction. The practical and theoretical implications of the article are discussed in the paper.

Suggested Citation

  • James Gerard Caillier, 2017. "Do Work-Life Benefits Enhance the Work Attitudes of Employees? Findings from a Panel Study," Public Organization Review, Springer, vol. 17(3), pages 393-408, September.
    • Handle: RePEc:kap:porgrv:v:17:y:2017:i:3:d:10.1007_s11115-016-0344-4
    DOI: 10.1007/s11115-016-0344-4
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    References listed on IDEAS

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    1. Jeffrey M Wooldridge, 2010. "Econometric Analysis of Cross Section and Panel Data," MIT Press Books, The MIT Press, edition 2, volume 1, number 0262232588, April.
    2. Beauregard, T. Alexandra & Henry, Lesley C., 2009. "Making the link between work-life balance practices and organizational performance," LSE Research Online Documents on Economics 25224, London School of Economics and Political Science, LSE Library.
    3. Karanges, Emma Ruth & Beatson, Amanda & Johnston, Kim & Lings, Ian, 2014. "Optimizing employee engagement with internal communication: A social exchange perspective," jbm - Journal of Business Market Management, Free University Berlin, Marketing Department, vol. 7(2), pages 329-353.
    4. Julian Gould-Williams & Fiona Davies, 2005. "Using social exchange theory to predict the effects of hrm practice on employee outcomes," Public Management Review, Taylor & Francis Journals, vol. 7(1), pages 1-24, March.
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    Keywords

    Work-life benefits; Work attitudes;

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