Based on the construct of "partial inclusion", it was hypothesized that the turnover of full-time employees would be best explained by job-related reasons and that of part-time employees by non job-related reasons. To test these hypotheses, data were collected from 1558 part-time and 640 full-time persons who voluntarily quit their jobs. With the exception of three items dealing with work schedules, the results tended to support the hypotheses. These results were discussed with regard to the management of turnover within full-time and part-time employee groups and the importance of continued research aimed at identifying company controllable factors whih influence the turnover decisions among part-time employees.
turnover, human resources, employees, part time, full time
The files in this collection are protected by copyright law. No commercial reproduction or distribution of these files is permitted without the written permission of Southern Methodist University, Cox Business School. These files may be freely used for educational purposes, provided they are not altered in any way, and Southern Methodist University is cited. For more information, contact email@example.com.
We would like to thank Edward J. O'Connor for his helpful comments on an earlier draft of this manuscript. The present manuscript involves a reanalysis and reinterpretation of data presented at the 1982 Southwest Academy of Management Meetings Dallas, Texas, March, 1982.
Salter, James R.; Peters, Lawrence H.; and Jackofsky, Ellen F., "Reasons for Quitting: A Comparison of Part-time and Full-time Employees" (1982). Working Papers. 23.