000			01597pab a2200181 454500
008			180718b2014 xxu||||| |||| 00| 0 eng d
100			_aKo, Jaekwon
245			_aThe impacts of employee benefits, procedural justice, and managerial trustworthiness on work attitudes: Integrated understanding based on social exchange theory
260			_c2014
300			_ap.176-187.
362			_aMar-Apr
520			_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.
650			_aHuman resources development
700			_aHur, SeungUk
773			_aPublic Administration Review
908			_aN
909			_a104315
999			_c104311 _d104311