This survey-based field study of 257 service employees developed and tested a model of differences in the organizational citizenship behavior of full-time and part-time employees based on social exchange theory. Questionnaire data from matched pairs of employees and their supervisors demonstrated that part-time employees exhibited less helping organizational citizenship behavior than full-time employees, but there was no difference in their voice behavior. We also predicted that both preferred work status (an individual factor) and organizational culture (a contextual factor) would moderate the relationships between work status and citizenship. For helping, results demonstrated that preferred status mattered more to part-time workers than to full-time. For voice, preferred work status was equally important to part-time and full-time workers, such that voice was high only when actual status matched preferred status. Contrary to our expectations, work status made more of a difference in both helping and voice in less bureaucratic organizations. We discuss the implications of work status for social exchange relationships, differences in the social exchange costs and benefits of helping compared to voice, and ramifications of our findings for future research. Copyright © 2001 John Wiley & Sons, Ltd.

https://www.jstor.org/stable/pdfplus/3649556.pdf

Work status and organizational citizenship behavior: a field study of restaurant employees

Structural explanations of the production of inequality in organizations often mimic economics in their choice of both variables and theoretical accounts. The «new structuralism» typically has neglected important social psychological processes such as social comparison, categorization, and interpersonal attraction and affiliation. This paper illustrates how some basic social psychological tenets can substantially enrich the analysis of the division of labor in organizations, the assignment of wages to positions, and the process through which individuals are matched with work roles

The Social Psychology of Organizations and Inequality

Results of this study suggest that the differential response of women to part-time work as opposed to a career may be a function of motivational and work-context differences between career and non-career women. Part-time work was associated with lower work-to-family interference, better time management ability, and greater life satisfaction for women in both career and earner-type positions. Role overload, family-to-work interference, and family time management, however, were dependent on job type with beneficial effects for earners but not for career women. Job type also played a role: Career women reported higher life satisfaction and lower depressed mood than did women in earner positions. © 2000 John Wiley & Sons, Inc.

/pdf/part-time-work-for-women-does-it-really-help-balance-work-45bstdw9wv.pdf

Part‐time work for women: Does it really help balance work and family?

This article presents a theoretical framework for understanding the impact of part-time work on employees' attitudes and behaviors. A series of hypotheses also are presented to explain the varying consequences that different types of part-time employment arrangements, work-context factors, and demographic variables have on the experiences of part-time workers. Future issues for theory development and research methodology are discussed as well.

Reconceptualizing the Nature and Consequences of Part-Time Work

This paper examines the phenomenon of partial retirement . Topics covered include: (1) the quantitative importance of partial retirement, (2) institutional constraints in addition to mandatory retirement which limit the opportunity to retire partially in the main job, (3) the effect of these constraints on the specification of the relevant structural equations in a life cycle retirement model, (4) the impact of standard explanatory variables on four outcomes -- complete retirement, partial retirement both in and outside the main job, and non-retirement, (5) the importance of partial retirement even for those who do not face mandatory retirement, are not covered by a pension and are healthy, (6) the sensitivity of results based on a dichotomous retirement variable to whether the partially retired are classified as retired or not retired. A number of studies have either treated partial retirement inappropriately or have adopted unrealistic assumptions about the opportunity set facing potential retirees. Our findings call their results into question.

Partial Retirement and the Analysis of Retirement Behavior

Voluntary part-time workers: a growing part of the labor force.

Educational Attainment of Workers, March 1971.

Another Look at Working-Age Men Who Are Not in the Labor Force.

Educational Attainment of Workers, March 1972.

/pdf/educational-attainment-of-workers-march-1969-and-1970-1z5cxomowo.pdf

Educational Attainment of Workers, March 1969 and 1970.

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