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Benefits Communication: Does One-Size-Fit-All?
Unformatted Document Text:  Benefits Communication 10 In step four, researchers used a qualitative and quantitative content analysis to describe and assess the organization’s employee health and medical benefits materials. A readability and comprehensibility analysis of the benefits materials was done. Last, researchers conducted in-depth interviews with benefits communication decision makers from the same organization. The researchers obtained a rich and exhaustive description of policies, procedures and perceptions of the benefits communication effort for the organization, focusing on health and medical benefits communications. In this paper, we will focus on the first step of this research project. The goal was to provide a description of communication processes regarding benefits by surveying medium to large organizations. Thus, the following method description pertains only to the survey of organizations from the Charlotte area. Participants Surveys were mailed to 572 organizations employing more than 100 full-time employees. Of the 572 questionnaires, 155 were returned, for a response rate of 27%. To increase the response rate, respondents were telephoned to remind them to complete the survey, and a second mailing was sent a month afterwards. Similar to most mail surveys with a low response rate, this survey had an inherent risk of non-response bias, meaning that those who chose to respond may not be typical of the entire population. However, the researchers did not find a nonresponse bias. In other words, early responses did not differ from later responses (see Armstrong & Overton, 1977 for discussion on nonresponse bias).

Authors: Picherit-Duthler, Gaelle. and Freitag, Alan.
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Benefits Communication 10
In step four, researchers used a qualitative and quantitative content analysis to
describe and assess the organization’s employee health and medical benefits materials. A
readability and comprehensibility analysis of the benefits materials was done.
Last, researchers conducted in-depth interviews with benefits communication
decision makers from the same organization. The researchers obtained a rich and
exhaustive description of policies, procedures and perceptions of the benefits
communication effort for the organization, focusing on health and medical benefits
communications.
In this paper, we will focus on the first step of this research project. The goal was to
provide a description of communication processes regarding benefits by surveying medium to
large organizations. Thus, the following method description pertains only to the survey of
organizations from the Charlotte area.
Participants
Surveys were mailed to 572 organizations employing more than 100 full-time employees.
Of the 572 questionnaires, 155 were returned, for a response rate of 27%. To increase the
response rate, respondents were telephoned to remind them to complete the survey, and a second
mailing was sent a month afterwards. Similar to most mail surveys with a low response rate, this
survey had an inherent risk of non-response bias, meaning that those who chose to respond may
not be typical of the entire population. However, the researchers did not find a nonresponse bias.
In other words, early responses did not differ from later responses (see Armstrong & Overton,
1977 for discussion on nonresponse bias).


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