A Survey on the Role of Fringe Benefits in Employee Satisfaction – An Analysis of Organizations of Pakistan

Sahar Nisar, Danish Ahmed Siddiqui


This study investigates the relationship between fringe benefits and employee’s job satisfaction. More specifically, following variables were taken as fringe benefits (i) Health Protection Benefits, (ii) Recreation Leaves, and (iii) Flexible Working hours. The primary data is gathered through questionnaire from the sample size of 200 respondents based on non-probability convenience sampling technique. The results were later analyzed through exploratory factor analysis and multiple regression. This study showed positive and significant relationship of Recreation Leaves and Health protection benefits on job satisfaction whereas in case of flexible working hours, the relationship seems to be insignificant. Through results, it may be concluded that if a good number of leaves and a good health Protection plan is provided by the employer, the employees tend to be more satisfied and committed towards their job. Whereas, flexible working hours does not much contribute much towards their level of satisfaction towards job. This study might help employers in Pakistan to add commendable benefits programs to their schedule in order to retain their loyal employees and increase firm’s productivity.

Full Text:



Ali, A., Hussain Khan, I., Ch, M. A., & Akram Ch, A. S. (2018). Level of Job Satisfaction among Employees of Banking Industries at Lahore 2016. European Online Journal of Natural and Social Sciences: Proceedings, 7(3(s)), pp-92.

Casper, W. J., Harris, C., Taylor-Bianco, A., & Wayne, J. H. (2011). Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640-652.

Chukwudumebi, C. S., & Kifordu, A. A. (2018). The Significance of Fringe Benefits on Employee Morale and Productivity. Romanian Economic Journal, 21(68), 78-92.

Fronstin, P. (2013). Findings from the 2013 EBRI/Greenwald & associates consumer engagement in health care survey. EBRI Issue Brief, (393).


Jansen, N. W., Mohren, D. C., van Amelsvoort, L. G., Janssen, N., & Kant, I. (2010). Changes in working time arrangements over time as a consequence of work-family conflict. Chronobiology international, 27(5), 1045-1061.

Kamau, H. N. (2013). Fringe benefits effects on employee productivity in the public sector (a case of state department of water, Nairobi County, Kenya), Doctoral dissertation, Doctoral dissertation, Kenyatta University.

King, R. B., Karuntzos, G., Casper, L. M., Moen, P., Davis, K. D., Berkman, L., ... & Kossek, E. E. (2012). Work–family balance issues and work–leave policies. In Handbook of occupational health and wellness (pp. 323-339). Springer, Boston, MA.

Naithani, D. (2009). Overview of work-life balance discourse and its relevance in current economic scenario.

Odunlade, R. O. (2012). Managing employee compensation and benefits for job satisfaction in libraries and information centres in Nigeria.

Raja, U., Sheikh, R. A., Abbas, M., & Bouckenooghe, D. (2018). Do procedures really matter when rewards are more important? A Pakistani perspective on the effects of distributive and procedural justice on employee behaviors. Revue Européenne de Psychologie Appliquée, 68(2), 79-88.

Schuler, R. S., & Jackson, S. E. (1987). Linking competitive strategies with human resource management practices. Academy of Management Perspectives, 1(3), 207-219.

Sharma, K., & Jaiswal, N. (2018). A Study on Employees Attitude towards Fringe Benefits. International Journal of Engineering and Management Research (IJEMR), 8(2), 176-180.

Sierpińska, M., & Kulisa, B. (2018). Directions of Change in Corporate Fringe Benefits. Finanse, Rynki Finansowe, Ubezpieczenia, (1 (91) Zarządzanie finansami), 219-229.

Sirma, J. (2015). The Relationship between Work Life Balance Practices and Employee Performance: Case Study of UN Women Esaro (Doctoral dissertation, United States International University-Africa).

Steyn, A. (2010). A comparative study to determine the impact of fringe benefits on job satisfaction and engagement (Doctoral dissertation, North-West University, Potchefstroom Campus).

DOI: https://doi.org/10.5296/ijhrs.v9i1.14162

Copyright (c) 2019 sahar Nisar, Danish Ahmed Siddiqui

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

International Journal of Human Resource Studies  ISSN 2162-3058

Email: ijhrs@macrothink.org

Copyright © Macrothink Institute  

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.