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• W879164112 abstract "Based on the construct of partial inclusion, it was hypothesized that the turnover of full-time employees would be best explained by jobrelated reasons and that of part-time employees by nonjob-related reasons. To test these hypotheses, data were collected from 155~ part-time and 640 full-time persons who voluntarily quit their jobs. With the exception of three items dealing with work schedules, the results tended to support the hypotheses. These results were discussed with regard to the management of turnover within full-time and part-time employee groups and the importance of continued research aimed at identifying company controllable factors which influence the turnover decisions among part-time employees. Reasons for Quitting: A Comparison of Part-Time and Full-Time Employees 2 The purpose of the present investigation was to explore differences in 11 reasons for quitting 11 across part-time and full-time employment status groups. This investigation was prompted by (a) the increasingly evident suggestion from the research literature that part-time and full-time employees differ in important ways, and thus, might represent different employee populations, (b) the need to assess the predictability of turnover across different, distinctive populations of working adults (Muchinsky, 1978), and (c) the increasingly larger percentage of part-time employees in today's labor force (Ratchford & Roberts, 1982). With few exceptibns, recent studies (Allen, Keaveny, & Jackson, 1979; Hall & Gordon, 1973; Hom, 1979; Logan, O'Reilly, & Roberts, 1973; Miller & Terborg, 1979; Peters, Jackofsky, & Salter, 1981) have pointed to the conclusion that part-time employees cannot be regarded simply as full-time employees who happen to work for less than 40 hours each week. Hall and Gordon (1973), for example, found that part-time working women reported less career satisfaction and greater role ambiguity and overload than their full-time counterparts. With regard to job satisfaction, Miller and Terborg (1979) found significant differences in reported satisfaction levels on three job facets, all of which were predicted based on their analysis of the specific employment situation under study. Hom (1979) also provided data of some interest but not directly relevant to this issue. While never directly comparing part-time and full-time workers, he did show that (a) job peripherality (based on the number of hours worked per week and steady versus seasonal employment) was associated with various" @default.
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• W879164112 date "1982-01-01" @default.
• W879164112 modified "2023-09-27" @default.
• W879164112 title "Reasons for Quitting: A Comparison of Part-time and Full-time Employees" @default.
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