| The present study examined the relationship between types of part-time work arrangements (permanent versus temporary, voluntary versus involuntary, and retention quality versus non-retention quality), work context factors (perceived schedule regularity, perceived work-family 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 a mediating role in the relationship between voluntary part-time work arrangements and employee attitudes and a moderating role in the relationship between involuntary 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. |
