Contingent workforce, organizational commitment and job satisfaction: the case of UOC associated teachers (First UOC International Research Symposium)

Language: English

Llobet, J.; Fito, A., Simo, P. (2013). Contingent workforce, organizational commitment and job satisfaction: The case of UOC associated teachers. First UOC International Research Symposium. Universitat Oberta de Catalunya, Barcelona (Spain).

Abstract

Background: For over two decades, the part-time employment has become increasingly important. However, this group has been relatively forgotten for many years by researches, regaining its importance in the late twentieth century, mainly due to contingent contracts in Canada, USA, Europe and some parts of Asia. An important part of these part-time employees have two jobs. This is very common in the case of part-time lecturers. Although there are several studies that have analyzed the differences in attitude between employees with part-time and full-time jobs, there is very little literature that has specifically analyzed the group of workers that hold two jobs simultaneously.

Objectives: This research studies the relationship between organizational commitment, job satisfaction and intention to stay, in a sample of employees that hold two jobs concurrently for the specific case of UOC associate teachers. To know the determinants of their commitment, job satisfaction and intention to stay can be relevant for the design of human resources policies. 

Methods: Under the classic model of Organizational Commitment of Meyer and Allen (three dimensions: affective, continuance and normative commitment), we have conducted a survey to analyze the relationship between the primary and secondary job. In July 2013. We mailed the survey to to 1.635 UOC associate teachers. The response rate was 30%. The data relational analysis will be run using the structural equation method (SEM).

Results: Expected results would show, for the case of UOC associated teachers, the existence of the relationships with organizational commitment, job satisfaction and intention to leave predicted in the literature, and significant differences in job satisfaction and organizational commitment between part-time and full time jobs.