01525pab a2200145 454500008004000000100001600040245016500056260000900221300001500230362001200245520104000257650003201297700001701329773003301346180718b2014   xxu||||| |||| 00| 0 eng d  aKo, Jaekwon  aThe impacts of employee benefits, procedural justice, and managerial trustworthiness on work attitudes: Integrated understanding based on social exchange theory  c2014  ap.176-187.  aMar-Apr  aRecent public management literature has emphasized the influence of human resource management (HRM) policies, including traditional benefits, family-friendly benefits, procedural justice, and managerial trustworthiness, on work attitudes. However, little research in public administration has explored more detailed impacts of each HRM policy. This article provides an integrated understanding of the impacts of HRM policies using social exchange theory. In addition, the moderating impacts of procedural justice and managerial trustworthiness on the relationship between employee benefits and work attitudes are examined. Using the Federal Human Capital Survey 2008 data set, the authors find that two types of employeebenefits, procedural justice, and managerial trustworthiness are positively related to job satisfaction, whereas family-friendly benefits, managerial trustworthiness, and procedural justice are negatively associated with turnover intention. The implications of these findings are thoroughly discussed. - Reproduced.  aHuman resources development  aHur, SeungUk  aPublic Administration Review