Students: Dissertation: Tenora Grigsby

Tenora Grigsby

ABSTRACT
The present study examined the relationship between types of part-time work arrangements (permanent vs. temporary, voluntary vs. involuntary, and retention quality vs. non-retention quality), work context factors (perceived schedule regularity, perceived schedule flexibility, perceived control, supportive manager, and supportive co-workers), and employee attitudes (job satisfaction, satisfaction with the company overall, and quality of supervision). The specific research questions to be answered were: (a) What role do work context factors play in the relationship between types of part-time work arrangements and employee attitudes (i.e., moderator, mediator, or both)? And (b) can the use of an alternative approach to the study of part-time employment be empirically supported? Results revealed that work context factors played both a mediating and moderating role in the relationship between voluntary part-time work arrangements and employee attitudes and a moderating role only in the relationship between involuntary and retention type of part-time work arrangements and employee attitudes. In general, the results provided empirical support for Feldman’s (1990) model that represented an alternative approach to the study of part-time employment. In contrast to the traditional view, which viewed part-time employment as having a direct impact on job attitudes and work context factors as having a moderating effect on the relationship between part-time employment and job attitudes, Feldman’s (1990) model viewed part-time employment as having a direct impact on work context factors as well as job attitudes and job behaviors. Implications for future research and for managers and supervisors wanting to use the part-time workforce as a strategic human resource asset are discussed.

Friday, April 23, 1999
DISSERTATION COMMITTEE
Leslie B. Hammer, Chairman
George G. Lendaris
Nancy A. Perrin
Laurie A. Skokan
Margaret B. Neal, Graduate Studies Rep.