Advisers

Jennylene A. Abalos

Discipline

Business administration

Abstract

This study assessed the fringe benefits of MAD Auto Care Services as a basis for policy improvement. Fringe benefits play an important role in improving employee satisfaction, motivation, and retention in service-oriented organizations. Guided by Equity Theory, which emphasizes fairness between employees’ contributions and organizational rewards, the study examined how employees perceive the fringe benefits provided by the company. Specifically, it aimed to determine the respondents’ demographic profile in terms of salary, employment status, and work assignment; assess employees’ evaluation of fringe benefits in terms of health and welfare, team building, and leave benefits; identify challenges encountered in the implementation of these benefits; and determine whether significant differences exist in the assessment of fringe benefits when grouped according to profile variables. The study employed a quantitative descriptive research design. A total of 60 employees of MAD Auto Care Services served as respondents and were selected through purposive sampling. Data were collected using a structured and validated survey questionnaire. Statistical tools such as frequency, percentage, weighted mean, Mann-Whitney U test, and Kruskal–Wallis H test were used to analyze the data. The findings revealed that employees generally agreed that the company provides adequate fringe benefits, with a composite weighted mean of 3.21. Among the dimensions, leave benefits received the highest rating, followed by health and welfare benefits, while team-building activities received the lowest rating. Statistical analysis showed no significant differences in employees’ assessment of fringe benefits when grouped according to salary, employment status, or work assignment. Despite the generally positive evaluation, employees identified several challenges, including inconsistent interpretation of benefit policies, limited motivational impact of certain benefits, and insufficient communication channels for feedback. These findings suggest the need to strengthen policy guidelines, improve communication strategies, and enhance benefit programs to better support employee satisfaction, retention, and organizational performance.

Keywords

organizational commitment, employee motivation, communication, fringe benefits, employee satisfaction, equity theory, health and welfare, leave benefits, policy improvement, team building