Full-Time versus Part-Time Employees: Understanding the Links between Work Status, the Psychological Contract, and Attitudes

Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees’ recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015–2017) was also associated with employees’ recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees’ recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.

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Maternity Leave Duration and Full-time/Part-time Work Status Are Associated with US Mothers’ Ability to Meet Breastfeeding Intentions

Journal of Human Lactation ◽

10.1177/0890334414543522 ◽

2014 ◽

Vol 30 (4) ◽

pp. 416-419 ◽

Cited By ~ 60

Author(s):

Kelsey R. Mirkovic ◽

Cria G. Perrine ◽

Kelley S. Scanlon ◽

Laurence M. Grummer-Strawn

Keyword(s):

Maternity Leave ◽

Work Status ◽

Full Time ◽

Time Work ◽

Part Time ◽

Time Part ◽

Part Time Work

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Perceived organizational support and work status: a comparison of the employment relationships of part-time and full-time employees attending university classes

Journal of Organizational Behavior ◽

10.1002/job.206 ◽

2003 ◽

Vol 24 (5) ◽

pp. 649-666 ◽

Cited By ~ 76

Author(s):

Anika Gakovic ◽

Lois E. Tetrick

Keyword(s):

Organizational Support ◽

Perceived Organizational Support ◽

Work Status ◽

Full Time ◽

Employment Relationships ◽

Part Time

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Maternity Leave And Women's Mental Health

Psychology of Women Quarterly ◽

10.1111/j.1471-6402.1995.tb00291.x ◽

1995 ◽

Vol 19 (2) ◽

pp. 257-285 ◽

Cited By ~ 169

Author(s):

Janet Shibley Hyde ◽

Marjorie H. Klein ◽

Marilyn J. Essex ◽

Roseanne Clark

Keyword(s):

Mental Health ◽

Maternity Leave ◽

Parental Leave ◽

Longitudinal Design ◽

Policy Issue ◽

Health Study ◽

Work Status ◽

Full Time ◽

Regression Analyses ◽

Part Time

The Wisconsin Maternity Leave and Health Study addresses an important policy issue, parental leave, by investigating the work status, maternity leave, and mental health of 570 women. In the longitudinal design, the women, all of whom were living with a husband or partner, were interviewed during the fifth month of pregnancy, 1 month postpartum, and 4 months postpartum. At 4 months postpartum, full-time workers, part-time workers, and homemakers did not differ in depression or anger, but full-time workers showed elevated anxiety compared with the other two groups. In multiple regression analyses, length of leave interacted significantly with marital concerns when predicting depression; women who took a short leave (6 weeks or less) and were high on marital concerns had the highest depression scores. Short maternity leave can be conceptualized as a risk factor that, when combined with other risk factors such as marital concerns, places women at greater risk for depression.

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Nurses’ work patterns: perceived organizational support and psychological contracts

Journal of Research in Nursing ◽

10.1177/1744987111422421 ◽

2011 ◽

Vol 16 (6) ◽

pp. 518-532 ◽

Cited By ~ 12

Author(s):

Claire Mallette

Keyword(s):

Job Satisfaction ◽

Organizational Support ◽

Psychological Contract ◽

Perceived Organizational Support ◽

Career Commitment ◽

Psychological Contracts ◽

Full Time ◽

Work Patterns ◽

Employment Relationships ◽

Part Time

With unfolding human resource challenges in health care, little is known of the impact of changing work patterns and employment relationships on the organization and the nursing profession. Social Exchange Theory (perceived organizational support (POS) and psychological contracts) was used to gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes. The sample consisted of 650 randomly selected nurses employed in full-time, part-time, and casual positions across healthcare settings in Ontario, Canada. A cross-sectional survey design explored demographics, volition, POS, psychological contract, job satisfaction, career commitment, and job and career withdrawal. Work patterns and employment relationships are complex and cannot be examined in isolation of other variables such as volition and work congruence. Full-time nurses were found to have more of a relational psychological contract than part-time or casual nurses. The hypothesis was supported that the psychological contract has a direct effect on nurses’ job satisfaction, job withdrawal, career commitment, and career withdrawal. Nurses want to work different work patterns depending on their age and work-life demands. The importance of fostering strong employment relationships and relational psychological contracts to address such issues as an ageing workforce, nursing shortages, and economic demands is highlighted.

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An assessment of grower perceptions and factors influencing adoption of IPM in commercial cranberry production

Renewable Agriculture and Food Systems ◽

10.1017/s1742170507001664 ◽

2007 ◽

Vol 22 (2) ◽

pp. 134-144 ◽

Cited By ~ 22

Author(s):

G. Blake ◽

H.A. Sandler ◽

W. Coli ◽

D.M. Pober ◽

C. Coggins

Keyword(s):

Response Rate ◽

Common Factor ◽

Economic Benefits ◽

Demographic Variables ◽

Environmental Benefits ◽

Farm Size ◽

Work Status ◽

Full Time ◽

Part Time ◽

Research And Education

AbstractA survey was developed and distributed to the Massachusetts cranberry grower community in 1999 to identify biological, educational, social and political barriers to the adoption of available integrated pest management (IPM) practices. The response rate for the 450 growers who received the survey was 54%. Approximately 80% of respondents claimed to practice IPM frequently and 16% identified themselves as occasional practitioners. Most growers practiced IPM because they agreed with IPM philosophy (80%) and believed it had environmental benefits (73%). Ninety-two percent agreed that more IPM-related research and education programs would encourage them to adopt practices they are not currently using. A significant percentage of respondents used multiple IPM component practices, with practices involving monitoring and detection of pests along with judicious use of pesticides being most common. Factor analysis was used to condense 104 potential responses to 22 factors, which were then used as predictors with six demographic variables (IPM adoption, education level, age, experience, farm size and work status). Demographic factors influenced a grower's tendency to incorporate IPM into routine farm activities. Full-time, highly experienced growers in charge of large operations tended frequently to use more IPM practices than less experienced growers who worked part-time and managed smaller farms. A large proportion of respondents agreed that IPM can reduce pesticide residues in food (92%) and the environment (96%), and can help to preserve beneficial insects (96%). Although many growers held the perception that IPM can pose measurable economic risk (and subsequently act as a barrier to adoption), growers appeared to feel less strongly about the economic benefits than potential environmental ones.

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