Attitudes Towards Benefits and Behavioral Intentions and Their Relationship to Absenteeism, Performance, And Turnover Among Nurses (Report‪)‬

INTRODUCTION Despite the fact that the literature is replete with studies involving pay equity and satisfaction, studies including the effects of perceived benefits equity and satisfaction are few and largely methodologically deficient (see Dreher, Ash, & Bretz, 1988 and Williams, Brower, Ford, Williams, & Carraher, 2008). Salary comparisons (both external and internal) are usually the only determinant of pay equity in the literature. Since perceived equity is a function of the perception of outcomes received relative to inputs, it is plausible that other variables (such as benefits) would also influence perceptions of compensation equity and consequent satisfaction (Carraher & Carraher, 2005; Carraher 2006a).