| Summary: | 碩士 === 大同大學 === 事業經營學系(所) === 95 === With the transformation of market structure and the government’s policy of enterprise human resource operation, the development of work types has been diversified.The number of part-time workers has been increasing. It has been growing up double in the past 40 years (Feldman, 1995). Now represents approximately 20% of the US workforce (Nardone, 1995). This trend is not confined to the USA, as part-time workers have increased in Canada and Europe as well (Barling and Gallagher, 1996). The employment of part time workers also became more popular in Taiwan. In addition to the impact of market structure and decrease of personnel cost, the Newly Implemented Pension Program, based on Individual Labor Pension Accounts system, has been regarded as the measure of slacking the labor. Furthermore, in these years our domestic market structure has transformed from manufacture to service industry, which is based on “human resource” causing the high personnel cost of the cost structure, inciting the “atypical employment” even more.
The expectance has been inconsistent between employees and employer in past literature. A number of researchers have speculated that full-time employees have higher expectations than part-time employees about what they should get from the organization (Wotruba, 1990). Previous researches about employment type and job attitudes focused on job sastisfaction and organizational commitment and the findings were mixed. An employee’s affective functioning relates to job performance is generally accepted and has been conceptualized as enduring personality differences in general affective functioning. The overall evidence indicates that internals generally perform better on their jobs, but that conclusion should be moderated to reflect differences in jobs. Job attitudes are influeced by patterns of employment and personality traits. This study examines the effect of the type of employment on each dimension of job attitudes and investigates the role of employee’s locus of control.
The subjects in this study are full-time and part-time employees who work at fast food restaurants, hypermarkets and convenience stores selected by convenience sampling method. Five hundred and fourty three of the 700 questionaires are completed resprenting an effective response rate of 77.57%. SPSS14.0 for Windows and AMOS5.0 are use to test the research hypothesis, and the result of analysis reveals that employees of part-time work have higher job satisfaction, job stress, vigor of job engagement than full-time. Employees of part -time work have higher work—family conflict, continuance organizational commitment and continuance occupational commitment than full -time. Employees with internals of control have higher job satisfaction, affective and normative organizational commitment, affective and normative occupational commitment and vigor, dedication and absorption of job engagement than externals. Employees with external of control have higher job stress and family→work conflict than internals. The internals employees of part-time work have higher job satisfaction and affective organizational commitment than full-time work. For the externals, the employees of full-time work have higher job satisfaction and affective organizational commitment the part-time work.
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