Factors affecting the turnover of different groups of part-time workers

Abstract

Past research on employee attitudes and behavior has focused mainly on full-time employees. When part-time employees have been studied, the research has concentrated on the differences between full-time and part-time employees. Recent research has suggested that part-time employees should not be viewed as a single, undifferentiated group. Instead part-time workers can be classified into separate groups using theoretically based demographic variables, attachments, and roles outside of the focal employer. The present study provides support for the proposition that part-time employee group membership accounts for incremental variance in predicting turnover. The present study also provides additional support for the premise that organizational commitment, job satisfaction, and perceived employment alternatives differentially predict turnover for these part-time groups. Implications for researchers and employers are discussed.