Analiza związku pomiędzy otrzymywaniem świadczeń dodatkowych a zaangażowaniem w pracę
Analysis of the Relationship Between Fringe Benefits and Work Engagement

Summary/Abstract: In a popular literature fringe benefits are often presented as a factor increasing the level of work engagement, however, currently there is lack of scientific evidence supporting such a claim. Therefore, the main aim of the present article is to answer the question of how the fringe benefits are related to work engagement. Basing on the Job Demands-Resources theory, we put forward proposition that only those benefits which have characteristics of job resources (i.e. help to deal with job demands and facilitate work goal attainment) might be related to work engagement. It was also assumed that benefits without the characteristics of job resources might not be related to work engagement. In order to test these predictions we have used data from the Internet survey conducted on a group of 323 managers and 777 specialists. The data have been analyzed with structural equation modeling and bootstrap procedure. The job resources like benefits are positively related to work engagement, both among managers and specialists. In contrast, the benefits without the characteristics of job resources are negatively related to work engagement among specialists and there is no statistically significant relationship in a group of managers. Moreover, benefits with characteristics of job resources are indirectly positively related to work engagement through pay satisfaction in a group of specialists, but not among managers. Therefore, it seems that our most important conclusion is that only benefits with characteristics of job resources are related to work engagement and fringe benefits without characteristics of job resources might be negatively related to work engagement. These results suggest a need of further research on benefits – work engagement relationship.

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