بررسی اثرات تعامل ضربی درگیری شغلی و تعهد سازمانی در مقاصد گردش مالی تمام وقت و پاره وقت کارمندان

This study was conducted to examine the hypothesis that the multiplicative interaction of job involvement and organizational commitment predicts turnover intentions differently between full- and part-time employees. This hypothesis was confirmed using a sample of 480 telemarketing employees. Subgroup-moderated regression analyses on full- and part-time employees revealed a significant involvement-commitment interaction for part-time employees and a marginally significant interaction for full-time employees. Employees with low commitment and low involvement exhibited the strongest turnover intentions in both groups. The lowest turnover intentions occurred in the full-time sample with employees who had high involvement and high commitment; however, it occurred in the part-time sample with employees who had low involvement and high commitment. Discussion focused on the similarities and differences between full- and part-time employees found in this study.