While employee benefits are crucial for employee satisfaction and organizational performance, research has overlooked satisfaction determinants for specific benefit types, instead focusing on general benefit satisfaction. This gap is particularly significant for emerging benefits, like transport-related benefits (TRB, e.g. public transport allowances), which are becoming increasingly crucial as organizations worldwide make substantial investments to meet diverse employee needs and sustainability goals.
Using a mixed-method approach, this research first identified key determinants of TRB satisfaction through a qualitative analysis of company workshops and tested the findings through a survey of 834 German employees. To understand the determinants of employee satisfaction with TRB, we build on the Organizational Support Theory (OST).
The field study showed that perceived accessibility, benefit comparison and benefit administration were positively related to TRB satisfaction, while ease of replacement was negatively related to TRB satisfaction. The determining role of perceived organizational sustainability orientation on TRB satisfaction was supported in our qualitative research but not in our field study. Subsequently, TRB satisfaction increased employee loyalty. Finally, most effects of the five determinants of TRB satisfaction remain robust across perceived importance.
These findings offer valuable insights for human resource professionals, mobility managers and policymakers regarding the design and implementation of effective (mobility) benefit packages that meet employee needs. It is recommended that they enhance accessibility, optimize the administration process and incorporate TRBs into (human resource) strategies to strengthen satisfaction and competitive positioning.
This study contributes to the benefit satisfaction literature by shedding light on the determinants of benefit satisfaction in the context of TRB, drawing on the OST as an overarching theory. In addition, it explores a potential boundary condition for these effects. This research also adds to the knowledge on the consequences of benefit satisfaction and the determinants of employee loyalty.
