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Benefits Communication: Does One-Size-Fit-All?
Unformatted Document Text:  Benefits Communication 4 Thus, there are two important points in this definition: first, organizations must be aware that they are offering something as a benefit; second, they have to communicate that to employees making communication the foundation of how employees perceive benefits. Benefits Satisfaction and Communication Communication is also at the center of benefits satisfaction. Benefits satisfaction is one area that has attracted academic research, mainly in management and human resources. Continually, communication is found to be directly related to the level of satisfaction with benefits. Williams (1995) tested a model for employee benefit satisfaction. She included 10 factors that would help determine benefit satisfaction. One factor was called "Benefit Administration" which dealt with communication and employee input. She found that the variable most highly related to benefits satisfaction was benefit administration. Thus, her findings indicate that employees are more satisfied with the level of benefits provided when their employers communicate benefits coverage more clearly and take employee’s needs and desires into account. Tremblay, Sire, & Pelchat (1998) confirmed Willliams’ (1995) study. Their results reinforced the fact that communication is essential for organizations that offer flexible benefits choices. They found that communication was the main predictor of benefits satisfaction when compared to organizational justice and demographics. They also found a correlation between communication and security meaning that employees who perceived their organization to have an effective benefits communication program also reported a sense of security. Regardless whether the organization offers flexible or traditional benefits, communication is still important. Rabin (1994) studied the change from a traditional benefit plan to a flexible benefit plan. Again, communication was strongly linked to benefit satisfaction. She found that

Authors: Picherit-Duthler, Gaelle. and Freitag, Alan.
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Benefits Communication 4
Thus, there are two important points in this definition: first, organizations must be aware that
they are offering something as a benefit; second, they have to communicate that to employees
making communication the foundation of how employees perceive benefits.
Benefits Satisfaction and Communication
Communication is also at the center of benefits satisfaction. Benefits satisfaction is one
area that has attracted academic research, mainly in management and human resources.
Continually, communication is found to be directly related to the level of satisfaction with
benefits. Williams (1995) tested a model for employee benefit satisfaction. She included 10
factors that would help determine benefit satisfaction. One factor was called "Benefit
Administration" which dealt with communication and employee input. She found that the
variable most highly related to benefits satisfaction was benefit administration. Thus, her
findings indicate that employees are more satisfied with the level of benefits provided when their
employers communicate benefits coverage more clearly and take employee’s needs and desires
into account.
Tremblay, Sire, & Pelchat (1998) confirmed Willliams’ (1995) study. Their results
reinforced the fact that communication is essential for organizations that offer flexible benefits
choices. They found that communication was the main predictor of benefits satisfaction when
compared to organizational justice and demographics. They also found a correlation between
communication and security meaning that employees who perceived their organization to have an
effective benefits communication program also reported a sense of security.
Regardless whether the organization offers flexible or traditional benefits, communication
is still important. Rabin (1994) studied the change from a traditional benefit plan to a flexible
benefit plan. Again, communication was strongly linked to benefit satisfaction. She found that


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