Manajemen | Fakultas Ekonomi Universitas Maritim Raja Ali Haji joeb.82.5.291-294

Journal of Education for Business

ISSN: 0883-2323 (Print) 1940-3356 (Online) Journal homepage: http://www.tandfonline.com/loi/vjeb20

Family Benefits—What Are Students' Attitudes and
Expectations by Gender?
Karen K. Waner , Janet K. Winter & Joan C. Mansfield
To cite this article: Karen K. Waner , Janet K. Winter & Joan C. Mansfield (2007) Family
Benefits—What Are Students' Attitudes and Expectations by Gender?, Journal of Education for
Business, 82:5, 291-294, DOI: 10.3200/JOEB.82.5.291-294
To link to this article: http://dx.doi.org/10.3200/JOEB.82.5.291-294

Published online: 07 Aug 2010.

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Family฀Benefits—What฀Are฀Students’฀
Attitudes฀and฀Expectations฀by฀Gender?
KAREN฀K.฀WANER฀
JANET฀K.฀WINTER฀
JOAN฀C.฀MANSFIELD฀
UNIVERSITY฀OF฀CENTRAL฀MISSOURI฀฀
WARRENSBURG,฀MISSOURI฀

ABSTRACT.฀Benefits฀and฀leave฀policies฀are฀important฀aspects฀of฀employment฀
when฀employees฀attempt฀to฀balance฀career฀
and฀family.฀These฀policies฀include฀salary,฀

promotion,฀vacation,฀tuition฀reimbursement,฀
sick฀leave,฀medical฀insurance,฀life฀insurance,฀maternity฀or฀paternity฀leave,฀eldercare฀leave,฀discriminatory฀leave,฀and฀company฀support฀and฀counseling.฀The฀authors฀
examined฀the฀students’฀attitudes฀concerning฀
benefits฀and฀leave฀policies฀in฀the฀workplace.฀A฀one-way฀analysis฀of฀variance฀
revealed฀that฀vacation฀leave,฀sick฀leave,฀
and฀family฀leave฀involving฀children฀were฀
more฀important฀to฀women฀than฀to฀men.฀A฀
Wilcoxon฀rank฀sum฀test฀ranked฀family฀leave฀

I

n฀ a฀ world฀ where฀ cut-throat฀ competition,฀constantly฀changing฀markets,฀and฀
uncertainty฀are฀the฀norm,฀businesses฀are฀
looking฀ for฀ stability฀ and฀ savings.฀ Both฀
employees฀ and฀ employers฀ face฀ great฀
uncertainties฀ every฀ day,฀ and฀ simple฀ survival฀ is฀ the฀ focus฀ of฀ both฀ groups.฀ Swift฀
changes฀in฀national฀unemployment฀rates฀
and฀ job฀ changes฀ are฀ causing฀ employers฀
to฀take฀a฀serious฀look฀at฀benefits฀packages.฀In฀the฀past฀6฀years,฀the฀cost฀of฀medical฀ coverage฀ has฀ increased฀ about฀ 75%฀
(Wiener,฀ 2004),฀ and฀ benefits฀ expenses฀

can฀be฀as฀much฀as฀30%฀of฀a฀company’s฀
total฀compensation฀bill,฀according฀to฀one฀
research฀report฀(Long,฀1999).฀With฀such฀
high฀ costs,฀ finding฀ the฀ right฀ compensation฀ package฀ is฀ vital฀ for฀ success฀ for฀
employers฀as฀well฀as฀employees.

as฀the฀Number฀1฀benefit฀for฀both฀men฀and฀

Review฀of฀the฀Literature

women.฀

Changing฀Compensation฀Needs

Keywords:฀benefits,฀career,฀family,฀leave฀
policy,฀student฀attitude
Copyright฀©฀2007฀Heldref฀Publications

฀

Employee฀ recruitment,฀ compensation,฀ and฀ retention฀ are฀ serious฀ problems฀ for฀ businesses.฀ In฀ 2004,฀ Wiener฀
reported฀that฀benefits฀may฀add฀up฀to฀as฀
much฀as฀40%฀of฀the฀compensation฀bill,฀
but฀ appropriateness฀ and฀ adequacy฀ are฀
just฀ as฀ severe฀ problems฀ as฀ are฀ costs.฀A฀
former฀ U.S.฀ Labor฀ Department฀ solicitor,฀ Marc฀ Machiz,฀ described฀ the฀ problem฀ of฀ employee฀ compensation฀ as฀ “a฀
patchwork฀ of฀ coverage฀ that฀ is฀ becoming฀ intolerable”฀ (Wiener,฀ p.฀ 2).฀ Jurisic฀
(1999)฀identified฀the฀causes฀of฀the฀problem฀ as฀ corporate฀ downsizing฀ and฀ technological฀ advances฀ in฀ the฀ global฀ work-

place,฀predicting฀that฀building,฀parking,฀
transportation,฀ and฀ childcare฀ costs฀ will฀
encourage฀ creative฀ workplace฀ changes,฀
such฀ as฀ more฀ telecommuting,฀ rather฀
than฀changes฀in฀the฀benefits฀packages.
Recent฀ reports฀ show฀ that฀ to฀ remain฀
competitive฀in฀the฀uncertain฀global฀marketplace,฀ employers฀ are฀ also฀ shifting฀
the฀costs฀of฀benefits฀to฀their฀employees฀
whenever฀possible฀(Dorman,฀2001).฀The฀
Family฀and฀Medical฀Leave฀Act฀of฀1993฀
and฀ the฀ Pregnancy฀ Discrimination฀ Act฀

of฀ 1978,฀ which฀ describe฀ pregnancy฀ as฀
a฀ compensable฀ disability,฀ are฀ putting฀
heavier฀demands฀on฀compensation฀budgets.฀ As฀ mothers฀ and฀ fathers฀ struggle฀
with฀the฀desire฀to฀use฀family฀leave฀and฀
the฀ possibility฀ that฀ using฀ such฀ benefits฀
will฀ affect฀ their฀ career฀ advancement฀
(Winters,฀ 2001),฀ employers฀ juggle฀ legislative฀demands,฀employee฀wishes,฀and฀
employee฀actions.
Another฀ trend฀ that฀ is฀ creating฀ problems฀ is฀ the฀ breakup฀ of฀ the฀ family฀ and฀
other฀ changes฀ in฀ family฀ structures฀ and฀
commitments.฀ The฀ number฀ of฀ singleparent฀ families฀ has฀ created฀ a฀ need฀ for฀
more฀flexible฀leave฀policies.฀The฀desire฀
for฀improved฀standards฀of฀living฀and฀the฀
need฀for฀recreation฀to฀combat฀escalating฀
levels฀ of฀ stress฀ have฀ encouraged฀ some฀
women฀to฀enter฀the฀workplace฀to฀afford฀
their฀ lifestyles.฀ As฀ women฀ leave฀ jobs฀
to฀ have฀ families฀ and฀ then฀ return฀ with฀
childcare฀ responsibilities,฀ the฀ compensation฀ packages฀ become฀ more฀ complicated.฀ This฀ condition฀ has฀ also฀ resulted฀
in฀ a฀ fairness฀ issue฀ with฀ women฀ being฀

May/June฀2007฀

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treated฀ more฀ harshly฀ or฀ more฀ leniently฀
in฀ terms฀ of฀ working฀ hours฀ and฀ leave,฀
thus฀ aggravating฀ the฀ problem฀ of฀ equitable฀leave฀benefits฀(Hayashi,฀2001).
Changes฀in฀the฀nature฀and฀composition฀
of฀the฀workday฀are฀also฀making฀equitable฀
compensation฀ difficult฀ for฀ employers.฀
According฀to฀Crispell฀(1996),฀employees฀
appear฀ to฀ be฀ working฀ almost฀ nonstop—
in฀ buses,฀ in฀ trains,฀ in฀ planes,฀ at฀ home,฀
and฀during฀lunch฀breaks.฀However,฀they฀
also฀ appear฀ to฀ be฀ taking฀ care฀ of฀ more฀
personal฀ business฀ on฀ work฀ time.฀ Some฀
industries฀ can฀ deal฀ with฀ such฀ problems฀
by฀basing฀compensation฀on฀task฀completion,฀rather฀than฀time฀clocked,฀but฀many฀

are฀desperately฀seeking฀ways฀to฀measure฀
employee฀worth.
In฀ industries฀ in฀ which฀ the฀ employee฀
pool฀ is฀ shallow,฀ benefits฀ programs฀ that฀
inspire฀ employee฀ loyalty฀ are฀ crucial.฀
Even฀for฀employers฀with฀a฀good฀pool฀of฀
job฀ candidates,฀ loyalty฀ is฀ important฀ for฀
containing฀high฀recruitment฀and฀training฀
costs.฀In฀a฀1999฀report,฀Long฀stated,
According฀ to฀ the฀ Benefits฀ Effectiveness฀
Index฀ compiled฀ by฀ the฀ benefits฀ consultants฀ Towers฀ Perrin,฀ the฀ average฀ UK฀
company฀ spends฀ about฀ 30฀ per฀ cent฀ of฀
payroll฀ each฀ year฀ on฀ employee฀ benefits.฀
But฀ because฀ it฀ [the฀ UK฀ company]฀ fails฀
to฀ communicate฀ this฀ spend฀ [expenditure฀
for฀benefits],฀employees฀tend฀to฀see฀their฀
remuneration฀only฀in฀terms฀of฀the฀net฀figure฀on฀their฀pay฀slips฀.฀.฀.฀.฀The฀bad฀news:฀
most฀ benefits฀ packages฀ fail฀ to฀ motivate฀
and฀ retain฀ staff.฀ The฀ good฀ news:฀ better฀
communication—and฀ a฀ little฀ imagination—can฀help.฀(p.฀1)

Benefits฀Programs฀in฀Evolution
It฀is฀clear฀that฀many฀factors฀affect฀the฀
composition฀of฀compensation฀packages.฀
Because฀ of฀ changes,฀ such฀ as฀ advances฀
in฀ medical฀ science฀ and฀ fragmentation฀
of฀the฀family,฀workers฀are฀attempting฀to฀
cope฀with฀changes฀in฀the฀environment฀as฀
well฀ as฀ changes฀ in฀ their฀ personal฀ lives.฀
The฀ increase฀ in฀ the฀ number฀ of฀ singleparent฀ families฀ has฀ amplified฀ the฀ need฀
for฀ childcare,฀ and฀ advances฀ in฀ medical฀ science฀ have฀ resulted฀ in฀ the฀ escalating฀ problem฀ of฀ eldercare฀ (Solomon,฀
1999;฀Yandrick,฀2001)฀and฀the฀need฀for฀
stronger฀ retirement฀ plans.฀ It฀ is฀ apparent฀ that฀ increases฀ in฀ educational฀ levels฀
have฀ given฀ employees฀ better฀ skills฀ to฀
work฀ harder฀ and฀ smarter,฀ which฀ has฀
also฀ given฀ them฀ the฀ desire฀ to฀ expand฀
292฀

Journal฀of฀Education฀for฀Business

their฀ horizons฀ through฀ extracurricular฀
creative฀endeavors฀and฀longer฀vacations฀
to฀rejuvenate฀their฀resources.฀
Some฀ other฀ societal฀ trends฀ are฀ also฀
affecting฀who฀is฀working฀and฀for฀what฀
compensation.฀ According฀ to฀ a฀ study฀
by฀ Quinn,฀ Ehrenfeld,฀ Reno,฀ Downey,฀
and฀ Roberts฀ (2000),฀ young฀ men’s฀ real฀
wages฀are฀increasing,฀and฀young฀women’s฀fertility฀rates฀(and฀consequent฀need฀
for฀ maternity฀ benefits)฀ are฀ increasing฀
correspondingly.฀ More฀ women฀ 36–40฀
are฀opting฀for฀part-time฀jobs,฀and฀these฀
are฀most฀likely฀to฀be฀the฀women฀at฀the฀
more฀ highly฀ paid฀ jobs.฀ Quinn฀ et฀ al.฀
also฀reported฀that฀women฀are฀gravitating฀ more฀ toward฀ traditional฀ women’s฀
jobs฀ in฀ nursing฀ and฀ teaching,฀ as฀ well฀
as฀ securing฀ jobs฀ with฀ flexible฀ schedules฀ and฀ more฀ telecommuting.฀ These฀
changes฀ in฀ working฀ hours฀ and฀ career฀
paths฀are฀affecting฀the฀types฀of฀benefits฀
packages฀that฀employers฀are฀willing฀to฀

offer.฀ However,฀ some฀ women฀ are฀ creating฀ their฀ own฀ positions฀ and฀ benefits฀
packages฀ by฀ opting฀ for฀ self-employment.฀ According฀ to฀ Skube฀ (2002),฀
women฀are฀starting฀65–75%฀of฀all฀new฀
small฀businesses.
Possible฀Answers฀for฀the฀Benefits฀
Dilemma
According฀to฀the฀U.S.฀Bureau฀of฀the฀
Census,฀ 72%฀ of฀ women฀ in฀ 2001฀ held฀
jobs฀(Arnst,฀2002).฀Therefore,฀businesses฀ are฀ realizing฀ the฀ need฀ to฀ offer฀ benefits฀that฀specifically฀address฀the฀needs฀
of฀ women฀ and฀ mothers.฀ In฀ attempting฀
to฀ offer฀ family-friendly฀ benefits,฀ some฀
firms฀ are฀ becoming฀ very฀ creative.฀ For฀
example,฀Dupont฀offers฀a฀summer฀camp฀
for฀employees฀of฀one฀site;฀Hewitt฀Associates฀has฀a฀Mothers฀Room฀that฀offers฀a฀
refrigerator฀ and฀ electric฀ breast฀ pumps;฀
John฀ Hancock฀ provides฀ field฀ trips฀ for฀
children฀ of฀ its฀ employees;฀ Stride฀ Rite฀
has฀ a฀ day฀ care฀ program฀ in฀ which฀ children฀and฀seniors฀interact;฀and฀Wegmans฀
Food฀Markets฀boast฀Child฀Development฀
Centers฀that฀offer฀petting฀zoos,฀gardens,฀

and฀theaters฀(Miller฀&฀Tsiantar,฀1991).
The฀ aforementioned฀ on-site,฀ family-friendly฀ programs฀ are฀ one฀ way฀ that฀
employers฀ are฀ dealing฀ with฀ employee฀
needs.฀ According฀ to฀ Gordon฀ (2001),฀
some฀ employers฀ are฀ even฀ replacing฀
monetary฀ compensation฀ with฀ intrinsic฀

rewards.฀Cognex฀Corporation฀in฀Natick,฀
Massachusetts,฀ sends฀ letters฀ of฀ praise฀
to฀ parents฀ of฀ exemplary฀ employees฀ in฀
addition฀to฀awarding฀plaques฀and฀cash.฀
In฀ an฀ article฀ in฀ Crain’s฀ Chicago฀ Business,฀ Cappo฀ (1999)฀ reports฀ the฀ following฀preferences฀for฀new฀hires:฀
A฀ report฀ from฀ the฀ National฀ Association฀
of฀Colleges฀and฀Employers฀indicates฀that฀
medical฀insurance฀and฀a฀401(k)฀retirement฀
plan฀ topped฀ the฀ list฀ of฀ benefits฀ preferred฀
by฀ a฀ survey฀ of฀ recent฀ grads.฀ The฀ young฀
people฀preferred฀dental฀and฀life฀insurance฀
over฀an฀annual฀salary฀increase;฀a฀pension฀
plan฀over฀more฀than฀two฀weeks’฀vacation;฀
stock฀options฀over฀a฀casual฀dress฀policy;฀
and฀an฀on-site฀fitness฀center฀over฀a฀company฀car.฀(p.฀2)

As฀ businesses฀ seek฀ to฀ trim฀ benefits฀
packages฀ and฀ boost฀ profits,฀ communication฀ may฀ be฀ the฀ key.฀ According฀ to฀
Herman฀ (2001),฀ the฀ worker฀ of฀ tomorrow฀ will฀ place฀ more฀ emphasis฀ on฀ selfactualization฀ and฀ less฀ on฀ money;฀ the฀
focus฀ will฀ be฀ on฀ community฀ involvement,฀family฀issues,฀social฀and฀spiritual฀
awareness,฀and฀environmental฀concerns.฀
This฀ trend฀ may฀ be฀ the฀ key฀ for฀ providing฀cost-effective฀benefits฀that฀promote฀
employee฀ loyalty.฀ But฀ understanding฀
employee฀ needs฀ and฀ translating฀ them฀
into฀ action฀ will฀ involve฀ communicating฀effectively฀and฀solving฀the฀problem,฀
rather฀than฀throwing฀money฀at฀the฀symptom.฀Perhaps฀even฀more฀important฀than฀
employer฀ understanding฀ of฀ employee฀
needs฀ is฀ employees’฀ understanding฀ of฀
their฀own฀needs.
Purpose
When฀designing฀appropriate฀compensation-and-benefits฀ programs,฀ employers฀ can฀ lessen฀ their฀ problems,฀ as฀ well฀
as฀those฀of฀employees,฀by฀helping฀new฀
hires฀to฀understand฀their฀own฀needs฀and฀
the฀types฀of฀benefits฀that฀may฀suit฀them฀
best.฀ Therefore,฀ our฀ purpose฀ in฀ this฀
study฀was฀to฀attempt฀to฀identify฀whether฀
female฀ and฀ male฀ students฀ have฀ different฀ attitudes฀ and฀ expectations฀ concerning฀ benefits฀ policies฀ and฀ which฀ leave฀
policies฀ are฀ most฀ important฀ to฀ those฀
students.฀Thus,฀we฀posed฀these฀research฀
questions:฀
1.฀ Is฀ there฀ a฀ significant฀ difference฀
between฀female฀and฀male฀students’฀attitudes฀ concerning฀ benefits฀ policies฀ in฀
the฀ workplace?฀ Benefits฀ policies฀ sur-

veyed฀included฀salary,฀salary฀increases,฀
promotion,฀vacation,฀tuition฀reimbursement,฀sick฀leave,฀medical฀insurance,฀life฀
insurance,฀ family฀ leave฀ involving฀ children฀or฀parents,฀company฀leave฀support,฀
and฀counseling.฀
2.฀ Is฀ there฀ a฀ significant฀ difference฀
between฀female฀and฀male฀students฀when฀
ranking฀ the฀ importance฀ of฀ leave฀ policies?฀ Leave฀ policies฀ surveyed฀ included฀
maternity฀ leave,฀ paternity฀ leave,฀ eldercare฀leave,฀family฀leave,฀and฀discriminatory฀leave฀(an฀employee฀may฀take฀leave฀
when฀desired฀without฀explaining฀why).฀

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Sample฀Demographics฀
The฀sample฀consisted฀of฀161฀students:฀
72฀ women฀ and฀ 89฀ men.฀ The฀ full-time฀
students฀ were฀ enrolled฀ in฀ junior-level฀
management฀ courses฀ in฀ an฀ Association฀ to฀ Advance฀ Collegiate฀ Schools฀ of฀
Business-International-accredited฀ business฀ college฀ at฀ a฀ midwestern฀ regional฀
university.฀ Seventy-four฀ percent฀ of฀ the฀
students฀ were฀ under฀ 23฀ years฀ of฀ age;฀
21%฀ were฀ between฀ 23฀ and฀ 30฀ years฀
of฀ age;฀ 5%฀ were฀ over฀ 30฀ years฀ of฀ age.฀
Also,฀ 91%฀ did฀ not฀ have฀ children,฀ and฀
92%฀ were฀ not฀ married.฀ Fifty-two฀ percent฀ of฀ the฀ students฀ had฀ only฀ part-time฀
or฀temporary฀work฀experience,฀whereas฀
12%฀ of฀ the฀ students฀ had฀ 1–2฀ years฀ of฀
full-time฀ work฀ experience;฀ 11%฀ of฀ the฀
students฀had฀3–4฀years฀of฀full-time฀work฀
experience;฀21%฀had฀5฀or฀more฀years฀of฀
full-time฀work฀experience;฀and฀4%฀had฀
no฀work฀experience.

When฀ asked฀ to฀ check฀ their฀ goal฀ for฀
10฀ years฀ from฀ now,฀ 15%฀ wanted฀ to฀ be฀
working฀at฀the฀top฀level฀in฀a฀small฀company;฀34%฀wanted฀to฀be฀working฀toward฀
a฀ top-level฀ position฀ in฀ a฀ medium-sized฀
company;฀ and฀ 51%฀ wanted฀ to฀ work฀
toward฀a฀top-level฀position฀of฀an฀area฀or฀
department฀in฀a฀large฀company.
METHOD
We฀ conducted฀ a฀ face-validity฀ check฀
on฀the฀survey,฀which฀showed฀that฀some฀
terms฀needed฀to฀be฀defined.฀We฀defined฀
the฀ terms฀ (e.g.,฀ family฀ leave,฀ maternity฀ leave,฀ paternity฀ leave,฀ eldercare฀
leave,฀ discriminatory฀ leave,฀ company฀
leave฀ support฀ and฀ counseling)฀ for฀ the฀
students฀ and฀ administered฀ the฀ survey฀
during฀ class฀ time.฀ Students฀ indicated฀
the฀ importance฀ of฀ benefits฀ policies฀ to฀
them฀by฀marking฀on฀a฀Likert-type฀scale฀
(1฀ =฀ not฀ very฀ important;฀ 10฀ =฀ very฀
important).฀
Also,฀students฀ranked฀leave฀policies฀
in฀ terms฀ of฀ the฀ importance฀ to฀ them฀
now฀ (1฀ =฀ most฀ important;฀ 5฀ =฀ least฀
important).฀ An฀ analysis฀ of฀ variance฀
(ANOVA)฀was฀used฀to฀analyze฀the฀data฀
about฀benefits฀policies,฀and฀a฀Wilcoxon฀
rank฀ sum฀ test฀ was฀ used฀ to฀ analyze฀
the฀rankings฀of฀leave฀policies.฀Because฀
the฀ study฀ used฀ an฀ accidental฀ sample,฀
researches฀should฀use฀extreme฀circumspection฀when฀generalizing฀these฀findings฀ and฀ conclusions฀ to฀ other฀ populations฀(Kerlinger,฀1986).

RESULTS
Is฀ there฀ a฀ significant฀ difference฀
between฀ female฀ students’฀ and฀ male฀
students’฀ attitudes฀ concerning฀ benefits฀
policies฀in฀the฀workplace?฀Female฀and฀
male฀ students’฀ attitudes฀ differed฀ significantly฀regarding฀3฀types฀of฀benefits฀
policies฀ (see฀ Table฀ 1).฀ The฀ ANOVA฀
revealed฀ that฀ vacation฀ policies฀ were฀
significantly฀more฀important฀to฀women฀
than฀ to฀ men,฀ F(1,฀ 159)฀ =฀ 4.04,฀ p฀ =฀
.05฀ (for฀ women,฀ M฀ =฀ 7.65,฀ SD฀ =฀ 1.91฀
and฀ for฀ men,฀ M฀ =฀ 7.04,฀ SD฀ =฀ 1.91).฀
In฀ addition,฀ women฀ valued฀ sick-leave฀
policy฀ (M฀ =฀ 7.43,฀ SD฀ =฀ 1.80)฀ significantly฀ more฀ than฀ men฀ did฀ (M฀ =฀ 6.30,฀
SD฀ =฀ 2.33),฀ F(1,฀ 159)฀ =฀ 11.38,฀ p฀ =฀
.001.฀ When฀ children฀ were฀ a฀ concern,฀
women฀ (M฀ =฀ 8.21,฀ SD฀ =฀ 1.85)฀ placed฀
significantly฀more฀importance฀on฀family฀leave฀than฀did฀men฀(M฀=฀7.44,฀SD฀=฀
2.36),฀F(1,฀158)฀=฀5.03,฀p฀=฀.03.
Which฀leave฀policies฀are฀most฀important฀to฀female฀and฀male฀students฀today?฀
The฀ Wilcoxon฀ rank฀ sum฀ test฀ indicated฀ significant฀ differences฀ between฀ the฀
rankings฀by฀women฀and฀men฀(see฀Table฀
2).฀ When฀ students฀ ranked฀ policies,฀
maternity฀leave฀was฀significantly฀higher฀
(p฀ =฀ .0000)฀ for฀ women฀ than฀ it฀ was฀ for฀
men.฀Likewise,฀women฀ranked฀paternity฀
leave฀ significantly฀ higher฀ (p฀ =฀ .0091)฀
than฀men฀ranked฀it.฀
Table฀ 3฀ shows฀ women฀ ranked฀ leave฀
policies฀ in฀ the฀ following฀ order:฀ Family฀
leave฀ was฀ most฀ important,฀ followed฀ by฀
maternity฀ leave,฀ discriminatory฀ leave,฀

TABLE฀1.฀Mean,฀Standard฀Deviation,฀F฀Values,฀and฀Probabilities฀of฀Student฀Attitudes฀and฀Priorities฀Concerning฀
Benefit฀Policies฀by฀Gender
฀
Benefits฀policy฀
Salary฀
Rates฀of฀salary฀increases฀
Rate฀or฀promotion฀
Vacation฀policy฀
Tuition฀reimbursement฀
Sick-leave฀pay฀
Medical฀insurance฀
Life฀insurance฀
Family฀leave฀children฀
Family฀leave฀parents฀
Company฀leave฀support฀and฀counseling฀

฀
M฀

Women฀
SD฀

฀
n฀

฀
M฀

Men
SD฀

n฀

F฀value฀

p฀>฀F

8.53฀
8.15฀
8.29฀
7.65฀
6.31฀
7.43฀
8.97฀
8.39฀
8.21฀
8.11฀
5.98฀

1.58฀
1.70฀
1.64฀
1.91฀
2.58฀
1.80฀
1.59฀
1.76฀
1.85฀
1.97฀
2.17฀

72฀
72฀
72฀
72฀
72฀
72฀
72฀
72฀
72฀
72฀
72฀

8.33฀
8.26฀
8.28฀
7.04฀
6.08฀
6.30฀
8.67฀
8.13฀
7.44฀
7.46฀
5.69฀

1.65฀
1.55฀
1.76฀
1.91฀
2.74฀
2.33฀
1.35฀
1.92฀
2.36฀
2.29฀
2.48฀

88฀
89฀
89฀
89฀
89฀
89฀
89฀
89฀
88฀
89฀
89฀

0.59฀
0.17฀
0.00฀
4.04*฀
0.29฀
11.38**฀
1.65฀
0.75฀
5.03*฀
3.63฀
0.65฀

0.4417
0.6810
0.9684
0.0460
0.5926
0.0009
0.2013
0.3882
0.0262
0.0585
0.4195

Note.฀Likert-type฀scale:฀1฀=฀not฀very฀important,฀10฀=฀very฀important.฀Pr฀=฀Partial฀correlation.
p฀