Full-Time versus Part-Time Employees: Understanding the Links between Work Status, the Psychological Contract, and Attitudes

By N. Conway, Rob B. Briner. 2002

357 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9171785ccb42f1fedb3b65838261ea41d595b518

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Breach of Psychological Contract and the Development of Burnout and Engagement: A Longitudinal Study Among Soldiers on a Peacekeeping Mission (2010, background): “For example, after a breach the employee exhibits anxiety, depression, and hurt (Conway & Briner, 2002); emotional exhaustion (Gakovic &Tetrick, 2003); reduced organizational commitment (Lester, Turnley, Bloodgood, & Bolino, 2002; Turnley & Feldman, 1999); reduced job satisfaction (Gakovic…”
Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes? (2005, background): “However, this may not be a major concern when testing for interactions: common method effects are likely to attenuate rather than to strengthen interaction effects (Conway & Briner, 2002).”
Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach (2010, background): “However, previous research on psychological contracts has used composite measures of breach ( Conway and Briner 2002 ), which combine transactional and relational elements into a single scale, and thus cannot speak to the relevancy of various contract dimensions.”
Job insecurity in temporary versus permanent workers: Associations with attitudes, well-being, and behaviour (2007, background): “Furthermore, self reports may not be too problematic when investigating interaction effects: common method effects are likely to attenuate rather than to strengthen interaction (Conway & Briner, 2002 ).”
THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS (2007, neutral): “If the same study design was carried out in multiple but independent organizations (full replication; e.g., Conway & Briner, 2002), results from those organizations were entered into the meta-analysis as independent samples (Hunter & Schmidt, 1990, p. 451).”
Comparing three alternative types of employment with permanent full-time work: How do employment contract and perceived job conditions relate to health complaints? (2005, result): “Along similar lines, the results are contradictory for part-time work, with some studies reporting no differences between part-time and full-time workers (Krausz et al, 2000 ), while others report higher subjective well-being and job satisfaction among part-time workers compared to full-time employ”
Balancing psychological contracts: Validation of a typology (2008, methodology): “…of employer’s obligations (e.g., Porter, Pearce, Tripoli and Lewis 1998; Van Dyne and Ang 1998; Millward and Brewerton 1999; Turnley and Feldman 1999; Conway and Briner 2002; Lambert, Edwards and Cable 2003), although some exceptions do exist (e.g., Rousseau 1990; Robinson et al. 1994; Freese and…”
Rethinking the soft skills deficit blame game: Employers, skills withdrawal and the reporting of soft skills gaps (2016, background): “expectations; for example, because of a focus on non-work commitments (Conway and Briner, 2002).”
Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes (2009, neutral): “…& Tetrick, 2003; Raja, Johns, & Ntalianis, 2004; Robinson & Rousseau, 1994; Tekleab, Takeuchi, & Taylor, 2005), organizational commitment (e.g., Conway & Briner, 2002; Coyle-Shapiro & Kessler, 2000; Raja et al., 2004), or health and well-being of employees (e.g., Cantisano & Dominguez, 2005;…”
Job Insecurity and Well-Being: Moderation by Employability (2008, background): “Also, Conway and Briner (2002) argue that selfreports are likely to attenuate rather than strengthen interaction, which may suggest that the interaction effect found is quite powerful.”
Self-Perceived Job Insecurity and Social Context : A Multi-Level Analysis of 17 European Countries (2007, background): “Moreover, objectively worse working and employment conditions do not necessarily mean that part-timers subjectively judge their work situation to be worse, since their expectations of their employment are completely different from those of full-timers (Conway and Briner, 2002).”