This chapter starts with the definition of both full clip and portion clip employment which goes through findings of the historical background between portion clip and full clip employees. The literature reappraisal describes some factors sing parttime and full-time employees on the variables of occupation satisfaction and organisational committedness and besides reexamine some other surveies. At the terminal of this subdivision concludes with a treatment on the work based on developing hypothesis and its execution.
2.2: Employment Definition:
2.2.1: Part clip Employee:
We defined Part-time work as regular pay employment in which the hours of work are less than normal ( Thurman & A ; Trahs, 1990 ) . In the United States, portion clip work is by and large defined as less than 35 hours a hebdomad. Canada and the United Kingdom usually use 30 hours as the cut off for part-time ( Kahne 1992 ) . In France, part-time is defined as at least 20 % below the statutory degree of working hours ( which became 35 hours on January 1, 2000 ) , while in Germany it is less than 36 hours of work per hebdomad ( Houseman 1995 ) . By contrast, parttime employment in Japan is explicitly related to position within the house and non to hours worked ; so, recent Nipponese studies indicate that 20-30 % of those classified by their employers as “ parttime ” really work as many hours as “ full-time ” workers ( Houseman & A ; Osawa 1998 ) .
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The rate of parttime work in Europe is about 16 % of the European Union ‘s entire labour force working part-time in 1996 ( Fagan 1999 ) which has a broad fluctuation among states ( Bosch et al 1993 ) . In the Netherlands, approximately 38 % of the labour force, and 69 % of adult females, work part-time which leads ( Freeman, 1998 ) to qualify it as the “ merely parttime economic system of the universe, with a finger in the butch of unemployment. ” Part-time employment is besides comparatively common in Scandinavia with over 20 % of the labour force working part-time. By contrast, parttime work constitutes comparatively little proportions of the labour force in Greece, Spain, Portugal ( De Grip et Al 1997, Tregaskis et al 1998 ) , and Italy ( 5 % overall, 3.5 % of adult females ) ( Thurman & A ; Trah 1990 ) . On the other manus, parttime employment is increasing comparatively quickly in Europe, where it has been used as a manner to buoy up unemployment and is the major beginning of employment growing since the 1980s ( Brewster et al 1997 ) .
2.2.2: Full moon clip Employee:
Full-time employment is a sort of employment by which the employee works the full figure of hours defined as such by his/her employer. Full-time employees are acquiring a batch of benefits that are non typically offered to parttime, impermanent, or flexible workers, such as one-year leave, ill leave, and wellness insurance. To do a calling, employees are go oning as a full timer and most of the instances, they get more than occupations, and normally transport more hours per hebdomad.
Companies are doing their ain clip agenda for Full-time employees which based on the displacement the employee must work during each workweek. The “ standard ” workweek consists of five eight-hour yearss, numbering 40 hours. While a four-day hebdomad by and large consists of four ten-hour yearss, it may besides dwell of every bit small as nine hours, or 10 hours including a half-hour tiffin ( full-time being 40, 36, or 38 hours severally ) . Twelve-hour displacements are three yearss per hebdomad, therefore 36 hours is ever full-time, counterbalancing somewhat for the greatly increased weariness which a individual experiences on such long displacements. Retail shop offers irregular displacements to their employees but are still full-time if the needed figure of hours is reached.
The fulltime work agenda does differ state to state. The most common full-time workweek in the U.S. is between 32-40 hours. In France it is a government-mandated 35 hours per hebdomad. In Germany it is between 35-40 hours per hebdomad, and in Denmark it is 37 hours per hebdomad. In Australia it is around 35-37 hours per hebdomad, and in the U.K. , whilst there is no formal definition, it is by and large considered to be 35 hours a hebdomad or more. Overtime employees ‘ plants more than full clip and acquire excess per-hour rewards which does non including in their wage.
The advantages of engaging full-time staffs are uncountable. As most people work merely one full-time occupation, employers are more likely to hold control over the employee ‘s clip and to acquire increased employee ‘s trueness from them. Employers besides have the peace of head which will be ensured that person about to “ mind the shop ” in their absence. It is besides possible for a running concern which needs twenty-four hours in front sells, a full clip workers besides help to better concern by deriving more purchasers. By looking and calculating paysheet revenue enhancements, it will happen some disadvantages of full clip employees. Full-time employees receive benefits such as wellness insurance, fillip and paid holiday. Will you hold to supply these types of benefits to be competitory? Who will make your employees ‘ work while they are off?
2.3: Historical Background:
Part clip employees have been called the ‘missing individual ‘ of organisational research ( Rotchford and Roberts, 1982 ) though parttime employees make up about one fifth of the work force, comparatively small empirical research has focused on portion clip employees. On the other manus, parttime employees account for 17 % of the work force[ 1 ]which looks like important adequate to deserve attending in the field of management.Research on portion clip employees is truly critical ( Feldman, 1990 ) because:
Part clip employees sheer volume
Part clip employees appearance as an of import labor supply for full industries such as service and retail industries
Part-time work is an of import employment chance for three major demographic groups in our society:
Why we study prospective differences between parttime and full-time employees? Some of the grounds which includes if differences exist between parttime and full-time employees, bing theories may necessitate to be adapted to account for those differences and different managerial patterns may necessitate to be directed to each group ( T.W.Lee and Johnson, 1991 )
In organisation research, it is non merely depend on employment position i.e. , parttime, full-time but besides findings are frequently generalized to all employees, without respect to the relevancy of simplifying from one type of employee to another. Given the increasing function part-time employees are playing in organisations and that managerial determinations and actions may be based on research on full-time employees, it is suited to statement the inquiry of whether there are important differences between parttime and full-time employees on variables of involvement to organisational research. Harmonizing to Miller and Terborg ( 1979 ) , future research should be possible if of import differences exist between parttime and full-time employees.
2.4: Some Investigable variables:
If we go through analyzing the differences between portion clip and full clip employees, we get one consequences that supports “ parttime and full-time workers are more similar than different ” ( McGinnis & A ; Morrow, 1990, p. 94 ) . These paradoxical findings lead to the duty of more research to find if differences exist or in what surroundings the differences exist. The literature reappraisal looks at the surveies that have been done utilizing parttime and full-time employees on the variables of occupation satisfaction, organisational committedness and besides reviews other surveies that have been conducted looking at differences between parttime and full-time employees.
2.4.1: Job Satisfaction:
The word ‘Job satisfaction ‘ defines how pleased an person is with his or her occupation. It is said that happier people are more occupation satisfied. Sometimes it is said that motive and occupation satisfaction goes for same way but it is non though there are clear linked between them. Job design aims to hike occupation satisfaction and public presentation and this is used by some methods which includes occupation rotary motion, occupation expansion and occupation enrichment. Other influences on satisfaction includes the direction manner and civilization, employee engagement, authorization and independent work groups. Job satisfaction is a really of import feature which is often measured by organisations. The most common manner of measuring is the usage of evaluation graduated tables based on Minnesota Satisfaction Questionnaire ( MSQ ) where employees report their reactions to their occupations. This MSQ provides 20 questionnaires which is based on five classs that ask to rate satisfaction on 1-5 graduated table where 1 signifies “ non at all satisfied ” and 5 signifies “ highly satisfied ” .
On the other manus, occupation satisfaction besides has been defined as a hearty emotional province ensuing from the assessment of one ‘s occupation ( Locke, 1976 ) ; an affectional reaction to one ‘s occupation ( Weiss, H. M. , 2002 ) ; and an attitude towards one ‘s occupation ( Brief, 1998 ) . Job satisfaction has non merely an attitudes but besides find out for the research workers who can distinguish the objects of concluding rating which are impacting ( sentiment ) , beliefs and behaviors ( Weiss, 2002 ) . By definition, we get attitudes by organizing our occupations with our feelings, beliefs and behavior.
Most of the surveies that observed parttime employees have focused on the differences in the degrees of occupation satisfaction between part-time and fulltime employees. One survey acquire a consequences which found that parttime and full-time employees had about the same overall degree of occupation satisfaction ; nevertheless, when the characteristics of occupation satisfaction were examined individually, it was found that parttime and full-time employees differ in their forms of satisfaction ( Logan et al. , 1973 ; Levanoni and Gross saless, 1990 ) . For illustration, harmonizing to Logan et al. , parttime workers placed more accent on the societal facets of their occupation than did full-time employees, whereas full-time employees placed more accent on facets such as promotional chances. On the other manus, many surveies as Hom ( 1979 ) , Dubinsky and Skinner ( 1984 ) , Krausz et Al. ( 2000 ) , Lewis ( 1998 ) , McGinnis and Morrow ( 1990 ) , and Wetzel et Al. ( 1990 ) found no differences between the degrees of occupation satisfaction for part-time and fulltime employees.
Conversely, though we differentiate employees by commanding for sex and term of office, but parttime and full-time employees did differ pointedly in their attitudes toward their occupation ( Miller and Terborg, 1979 ) . This survey found parttime employees conveyed lower satisfaction with work, benefits, and the occupation overall than full-time employees, but there were no differences in satisfaction with supervising, wage, or promotion. Edwards and Robinson ( 1999 ) , Hall and Gordon ( 1973 ) , and Vecchio ( 1983 ) found parttime employees had lower degrees of occupation satisfaction. As from world, Part clip employees have less connexion with organisation instead than full clip employees, it should be expected that parttime employees would hold higher degrees of occupation satisfaction because they have less chances to maturate feelings of dissatisfaction ( Still, 1983 ) . Roberts, Glick, and Rotchford ( 1982 ) ; Eberhardt and Shani ( 1984 ) ; Jackofsky and Peters ( 1987 ) ; Wotruba ( 1990 ) ; and William claude dukenfields and Thacker ( 1991 ) found that parttime employees had higher degrees of occupation satisfaction. Conway and Briner ( 2002 ) had discovered assorted consequences with one of their samples holding higher degrees of occupation satisfaction for parttime employees, and the other one did non acquire any consequences of distinction.
A Hawthorne survey is one of the biggest debuts to the survey of occupation satisfaction. These surveies ( 1924-1933 ) , chiefly credited to Elton Mayo of the Harvard Business School, wanted to happen the effects of assorted fortunes on workers ‘ end product. This research has come up with an end product which is called ‘Hawthorne Effect ‘ that showed fresh alterations in work conditions temporarily increases productiveness. On the other manus, this survey besides found that this addition resulted, non from the new conditions, but from the cognition of being observed. This determination delivered strong grounds that people work for thrusts other than wage, which covered the manner for research workers to look into other factors in occupation satisfaction.
Again occupation satisfaction besides defines by Taylorism which is based on scientific direction survey. Frederick Winslow Taylor ‘s 1911 book, Principles of Scientific Management, argued that there was a individual best manner to execute any given work undertaking. This book contributed to a alteration in industrial production doctrines, doing a displacement from skilled labor and piecework towards the more modern attack of assembly lines and hourly rewards. The initial usage of scientific direction by industries greatly increased productiveness because workers were forced to work at a faster gait. However, workers became dog-tired and disgruntled, therefore go forthing research workers with new inquiries to reply sing occupation satisfaction.
Next a motive theory called Maslow ‘s hierarchy of demands theory said that the base of occupation satisfaction. This direction theory describes the five factors which includes physiological demands, safety demands, societal demands, self-esteem demands and self-actualization. This theoretical account assisted as a good footing from which early research workers could develop occupation satisfaction theories. It can besides be seen within the wider model of the scope of issues which affect an person ‘s experience of work or their quality of working life. Some other cardinal factors help us to understand the relationship with occupation satisfaction such as general wellbeing, emphasis at work, control at work, home-work interface, and working conditions at occupation.
2.4.2: Organizational Committedness:
The word ‘Organizational Commitment ‘ is defined as a topic affair which is multidimensional in nature, affecting an employee ‘s trueness to the organisation, enthusiasm to use attempt on behalf of the organisation, grade of end and value congruency with the organisation, and aspiration to keep rank ( Bateman and Strasser, 1984 ) . Porter et Al. ( 1974 ) discusses three major constituents of organisational committedness as being “ a strong belief in and credence of the organisation ‘s ends, a willingness to use considerable attempt on behalf of the organisation and a definite desire to keep organisational rank ” . Furthermore, there are some grounds for analyzing this organisational committedness are related to the undermentioned affairs ( Batemen and Strasser, 1984 )
Worker behaviors and public presentation effectivity
Attitudinal, affectional and cognitive concepts such as occupation satisfaction
Employee ‘s occupation and function features e.g. duty
Employee ‘s personal features e.g. age, occupation term of office
It has been noted that directors frequently believe parttime employees are less committed ( Gannon, 1975 ; Skinner, 1999 ; Still, 1983 ; Walsh & A ; Deery, 1999 ) . However, many of the empirical surveies that have examined degrees of organisational committedness in parttime employees did non happen important differences between parttime and fulltime employees ‘ degree of organisational committedness ( Dubinsky & A ; Skinner, 1984 ; Krausz et al. , 2000 ; McGinnis & A ; Morrow, 1990 ; Pearce, 1993 ; Still, 1983 ; Wetzel et al. , 1990 ) . T. W. Lee and Johnson ( 1991 ) found that full-time employees had higher degrees of organisational committedness than parttime employees when both worked a preferable work agenda. The consequences were different when they worked unpreferred timetables, with parttime employees holding higher degrees of organisational committedness than full-time employees. On a survey based on organisational committedness, it is found that parttime employees had higher degrees of organisational committedness than full-time employees ( Jacobsen, 2000 ; William claude dukenfields and Thacker, 1991 ) .
2.5: Development of Hypothesiss:
If we go through the literature reappraisal, we will happen that parttime and full-time employees are varied with inconsistent findings sing parttime and full-time employees. This survey examines whether differences between parttime and full-time employees exist on the variables of occupation satisfaction and organisational committedness and we besides through empirical observation analyze the concept of inclusion. Therefore, the undermentioned hypothesis will be tested:
Hypothesis 1: Part-time employees will hold lower degrees of occupation satisfaction than full-time employees.
The survey of organisational committedness has besides yielded opposing consequences with some surveies happening no difference between parttime and full-time employees on organisational committedness ( Dubinsky & A ; Skinner, 1984 ; Krausz et al. , 2000 ; McGinnis & A ; Morrow, 1990 ; Pearce, 1993 ; Still, 1983 ; Wetzel et al. , 1990 ) , on the other manus, some others happening parttime employees had higher degrees of committedness ( Fields & A ; Thacker, 1991 ; Jacobsen, 2000 ) , and other surveies happening that parttime employees had lower degrees of committedness ( T. W. Lee & A ; Johnson, 1991 ) . For this ground, we will prove the undermentioned hypothesis: –
Hypothesis 2: Part-time employees will hold lower degrees of organisational committedness than full-time employees.