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Advisor(s)
Abstract(s)
Purpose – The purpose of this paper is to compare part-time and full-time employees, analyzing the
relationship between job characteristics and workplace well-being (i.e. burnout and engagement) and the
mediating role of the work-to-life conflict with a sample of 736 employees from 14 Portuguese call center
companies.
Design/methodology/approach – The hypotheses were tested with multiple group analysis on two
samples: part-time and full-time employees.
Findings – The results confirm that in both the part-time and full-time subsamples employees’ perceptions of
job characteristics are related to their well-being, and the work-to-life conflict partially mediates this
relationship. Moreover, the study confirms that the relationship between employees’ perceptions of job
demands and the work-to-life conflict and between the work-to-life conflict and workplace well-being were
stronger for full-time than for part-time employees.
Research limitations/implications – The co-relational and cross-sectional design should be regarded as
limitations. Moreover, each variable was only assessed with self-reported measures, and the sample comprised
call center employees from only one country (Portugal), which may constrain the generalization of these results.
Practical implications – Part-time work is a good solution in order to prevent the work-to-life conflict.
Furthermore, a reduced workload and time pressure, enhanced decision latitude and supervisory support
appear to be crucial work characteristics for employees juggling their work with other roles and in the
promotion of well-being at work.
Originality/value – This research study provides evidence that the traditional vision of the work-family
conflict requires a broader conceptualization by considering the interference between life roles, particularly in
the case of full-time young employees.
Keywords Burnout, Part-time employees, Work engagement, Work-life conflict,
Job demands-control-support model
Paper type Research paper
Description
Keywords
Citation
Career Development International, 22(2), 142-164 Doi:10.1108/CDI-06-2016-0096
Publisher
Emerald Group Publishing Ltd.