Job satisfaction of part-time vs. full-time workers in Turkey: the effect of income and work status satisfaction

Karatuna, Işıl; Başol, Oğuz

doi:10.1504/ijvcm.2017.082686

Cited by 4 publications

(5 citation statements)

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“…The model constructed according to Table 4 is significant (F = 122.43; p = 0.00). Furthermore, since the lower and upper confidence intervals in the established mediation model do not cover zero value [74,77,79,80,82,83], the mediation effect can be considered significant (Lower = 0.0825; Upper = 0.3684; Sobel Z = 5.3335; p = 0.00). Furthermore, in the Preacher and Hayes' mediation model, the explanatory power of the model will decrease due to measurement errors.…”

Section: Resultsmentioning

confidence: 99%

“…Consequently, the safety climate has a partial mediating role in the relationship between transformational leadership and safe behaviour (See Table 5). Furthermore, there is no multicollinearity problem since the correlation values between variables is below 0.80 and the VIF values below 2 [79,84,85]. In other words, transformational leadership affects the safety climate, which in turn affects employees' safe behaviour.…”

Section: Resultsmentioning

confidence: 99%

“…First, the Kolmogorov-Smirnov test was applied to determine whether the data used in the investigation showed a normal distribution. After the analysis, it was seen that the variables did not normally distribute (p < 0.05), so the SPSS plugin developed by Preacher and Hayes [74,79,80] was used; 5000 bootstrapping sequences were used to estimate the mediation effect, and the biascorrected percentile method was used to determine the 95% confidence interval.…”

Section: Discussionmentioning

confidence: 99%

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The Mediating Role of Safety Climate in the Relationship between Transformational Safety Leadership and Safe Behavior—The Case of Two Companies in Turkey and Romania

et al. 2022

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Safety leadership, safe behavior, and safety climate, which are important parts of occupational safety culture, are important in terms of preventing occupational accidents and making the working environment ergonomic. In this context, this study aims to examine the mediating effect of the safety climate on the relationship between transformational leadership and safe behavior. Research was carried out with 287 participants working in two manufacturing plants, one from Turkey and one from Romania. The two data sets were consolidated into a single database (both companies being providers of manufacturing products for the same client in the automotive industry) and were analyzed using the Preacher and Hayes plugin in the SPSS 21 package program because of the research interest in investigating safety behavior in the manufacturing field. The results of the analysis showed that the safety climate had a partial mediating effect on the relationship between transformational leadership and safe behavior. In addition, the study results demonstrated that transformational safety leadership has a significant influence on employees’ perceptions of safety climate and plays an important role in occupational safety-related behaviors. Research results were helpful for practitioners (managers in both companies) and researchers in understanding the importance of safety-climate and transformational safety leadership practices in increasing occupational safety-related behaviors.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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The Mediating Role of Safety Climate in the Relationship between Transformational Safety Leadership and Safe Behavior—The Case of Two Companies in Turkey and Romania

et al. 2022

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“…Studies have also shown that part-time workers more often have lower job status, poorer training and career opportunities, they perceive fewer job alternatives, experience less career goal progress, professional ability development, and promotion speed compared to those in full-time jobs (Osch & Schaveling, 2020;Eurofound, 2012a). Moreover, some studies have shown that part-timers are less satisfied with their job than full-timers (Karatuna & Basol, 2017;Miller & Terborg, 1979).…”

Section: Advantages and Disadvantages Of Part-time Workmentioning

confidence: 99%

Identifying the Main Determinants of Part-Time Employment in EU Countries

Miežienė

Krutulienė

Gruževskis

2021

Review of Economic Perspectives

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The article analyses the prevalence of part-time employment in different EU countries with a focus on the factors affecting the rate of part-time employment across the EU. Based on the literature review, a distinction is made between three groups of factors that are relevant for the rate of part-time employment, in particular, cyclical factors, political and institutional factors, and structural factors. The article analyses how these factors influence part-time employment rates in EU countries. The linear regression analysis based on EU-28 macroeconomic data for the period of 2007-2018 has shown that all three groups of determinants (i.e. cyclical, political and institutional as well as structural factors) affect the rate of part-time employment in the EU-28. Part-time employment is a complex phenomenon which depends on a number of factors. However, the regression analysis has found that the following political and institutional as well as structural independent variables are also significant predictors of part-time employment rates in EU Member States (EU-28): average annual wages, the tax rate on low wage earners, expenditures on children and family benefits as a percentage of gross domestic product, trade union density, and the activity rate of people aged 15-24 and 55-64. Cyclical factors (the unemployment rate in Model (1) and real GDP per capita in Model (2)) have also been found to have a significant effect on part-time employment in EU-28 countries.

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“…They went on to conclud that autonomy and the existence of a communication friendly space are necessary pre-requisites to increase coaches' job satisfaction and organizational commitment. The employment status (full time / part time) is a topic which received much research interest in various jobs such as salesmen (Jackofsky & Peters, 1987;Karatuna & Basol, 2017), college instructors (Liu & Zhang, 2015), employees in the financial services industry (Clinebell & Clinebell, 2007) and hospital employees (Eberhardt & Shani, 1984), providing however conflicting results. In some cases, part time employees were found to be more satisfied in overall job satisfaction than full time employees (Eberhardt & Shani, 1984;Jackofsky & Peters, 1987), while other studies ended up with the opposite result (Barling & Gallagher, 1996;Feldman, 1990).…”

Section: Job Satisfaction and Commitments In Sporting Environment -Relevant Studiesmentioning

confidence: 99%

Job satisfaction and job commitment of Greek tennis, table-tennis and badminton coaches

Theodosiou

Drakou

Sdoukos

2020

International Journal of Racket Sports Science

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The aim of the study was to investigate job satisfaction and job commitment of coaches of the three major racket sports in Greece: tennis, table-tennis and badminton. One hundred and ten (N = 110) tennis (N T = 61), table-tennis (N TT = 31) and badminton (N B = 18) coaches responded to the Coach Satisfaction Questionnaire (CSQ), an eleven-factor instrument which assesses coaches' job satisfaction and to the Occupational-Organizational Commitment Scale, a six factor questionnaire which evaluates the different forms of occupational and organizational commitment. Forty six of the coaches were full-time (N FT = 46) whereas of the rest, sixty four were part-time (N PT = 64). The results of a series of t-tests, ANOVAs and correlation analyses revealed various significant differences and relationships. Some of the most important are that: a) tennis coaches and full-time coaches were more satisfied in most of the job satisfaction dimensions, b) significant correlations were noticed between "job satisfaction" and "organizational commitment" variables, c) "autonomy", was a predictor of "organizational affective commitment", d) "satisfaction with coaching job" was the unique predictor of occupational affective and "occupational normative commitment" and e) "team performance" was the only predictor of "occupational continuance commitment". Most of the results are in accordance with the existing job satisfaction literature however, further research is needed on human relation practices of National Federations and/or sport clubs associated with them, in order to have a better understanding of how certain practices and policies lead to higher levels of job satisfaction, organizational and occupational commitment among racket sport coaches.

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Job satisfaction of part-time vs. full-time workers in Turkey: the effect of income and work status satisfaction

Cited by 4 publications

References 0 publications

The Mediating Role of Safety Climate in the Relationship between Transformational Safety Leadership and Safe Behavior—The Case of Two Companies in Turkey and Romania

The Mediating Role of Safety Climate in the Relationship between Transformational Safety Leadership and Safe Behavior—The Case of Two Companies in Turkey and Romania

Identifying the Main Determinants of Part-Time Employment in EU Countries

Job satisfaction and job commitment of Greek tennis, table-tennis and badminton coaches

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