Organization benefits - the panacea for all that ails you? A dyadic, dual-earner investigation of organization-offered benefits and their effect on individuals and their partners

In an effort to attract and retain top talent, organizations often offer and implement various organization benefits. The focus of this dissertation is on the outcomes of those offered organization benefits on employees and their partners. Three types of organization benefits were assessed: family-friendly benefits, financial and compensation benefits, and health care and wellness benefits. Additionally, the connection between the offering of these benefits with family-supportive organization perceptions was also examined. Family-supportive organization perceptions was shown to directly and indirectly link to individual-level outcomes including work-to-family conflict and psychological wellbeing. Moreover, because individuals do not exist in a vacuum (i.e., ecological systems theory), individuals and their partners were assessed concurrently. Individual family-supportive organization perceptions was shown to relate to partner perceptions of the individual’s experiences. Additionally, individual experiences of benefits were shown to crossover and affect partners, specifically male partner family-friendly benefits indirectly linked to female partner wellbeing. Finally, in an effort to extend the current research on types of dual-earning couples, the effects of couple type (i.e., traditional vs. contemporary egalitarian ideal) were explored