Differences in the importance of work outcomes between full‐time and part‐time hospital employees
Bibliographic Data
| ID | 12168519 |
|---|---|
| Authors | Douglas S Wakefield (University of Iowa, corresponding author), JAMES P CURRY (University of Iowa), Charles W Mueller (0000-0002-8182-3281, University of Iowa), James L Price (University of Iowa) |
| Year | 1987 |
| Volume | 8 |
| Issue | 1 |
| Pages | 25-35 |
| Publication date | 1987-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0894-3796 • E-ISSN: 1099-1379 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/job.4030080104 |
| OpenAlex | W2152922159 |
| Language | EN |
| Citations received | 5 |
| References cited | 8 |
This study examined differences in the importance of work outcomes between full‐time and part‐time hospital employees in a sample drawn from five western hospitals ( N = 1,876). Work status was operationalized by classifying respondents into four categories based on hours worked per week. Exploratory factor analysis showed that work outcomes may be classified as extrinsic (pay and fringe benefits) and instrinsic (being informed about the job, participating in decision‐making, and doing the job well). Confirmatory factor analyses demonstrated that this two‐factor structure fits the data well for all four work status categories although the factor loadings differed across categories. Multivariate analyses of variance and covariance indicated that statistically significant differences in the importance of extrinsic and intrinsic outcomes exist for full‐time and part‐time employees and that these differences persist when various social and demographic variables are held constant. Employees who work fewer hours per week tend to assign less importance to the work outcomes measured in this study. The results suggest that theoretical models of variables such as job satisfaction should take into account work status differences in the importance of work‐related outcomes. In addition, managers may find that workers respond to different reward structures depending on the degree of their involvement in the organization
Confirmatory factor analysis · Developmental psychology · Explained variation · Exploratory factor analysis · Full-time · Job satisfaction · Multivariate analysis · Multivariate statistics · Operationalization · Psychometrics · Sample (material · Statistics · Structural equation modeling · Variance (accounting · Work (physics · Healthcare professionals’ stress and burnout · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being
Measuring work motivation
Differences between full‐time and part‐time employees in perceived role strain and work satisfaction
Occupational suitability bias for full-time and part-time employment in sex-typed jobs
Prisoners’ Perspectives on Limited Rehabilitative Program Opportunities
Perceived organizational support and work status
| Unique citing works | 5 |
|---|---|
| Citations per year | 0,14 |
| Citation span | 1990 - 2021 (32) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 5 |