Full-time vs. part-time salespeople A comparison on job satisfaction, performance, and turnover in direct selling Thomas R. Wotruba 指導教授 陳得發 博士 報告拙生 李信興 書僮

Preface Greater job satisfaction Less propensity to quit Better performers as measured by earning per hour worked Full-time Part-time Job satisfaction performance turnover 4 U.S. Direct selling company

Part-time? Time JOB Fixed Unfixed Place Flexible Not Flexible

1. Introduction Part-time employment ↗, female Full-time homemaker Flexibility needs ： child-rearing, household responsibilities experience, esteem, financial benefits Sales and service jobs, primarily in retail trade.

1.1. benefits and problems of part-time employment Benefits from employer’s standpoint problems FlexibilitySupervision difficulty Availability of knowledgeable and experienced workers Questions concerning work commitment Cost savingThe payoff from training Increased productivity

1.1. benefits and problems of part-time employment (table 1) child-rearing, household responsibilities experience, esteem, financial benefits Flexibility Match demand Availability age & obligations Commitment quit, better-paying offer Cost saving substituted, fringe benefits Productivity 1/2:3/4,break, absenteeism Supervision & training problem

1.2. part-time employment in outside selling Part-time opportunities often occur in relative low-status jobs Significant contribution in managerial and professional positions are increasing Women in non-retail sales positions has grown from 6.6 to 14.5%

1.2. part-time employment in outside selling (continue) Provide scheduling flexibility, cost reduction and increased productivity,are key issues in the future effectiveness of personal selling. Customer availability does not fill all the traditional hours of a full-time employee’s day

1.3. the research issue Part-time Part-time Full-time Job attitudes expectations supervisory Management challenges ? Personal policies? Job satisfaction↑ Performance ↗ Turnover ↘ Important variables Focus on differences between part- time and full-time salespeople

1.3. the research issue (table 2) Job satisfaction (less) (higher) Part-time female college graduates (clerical) benfits ， the work itself ，， (AUS) Job security ， Pay (hospital) higher Performance (higher) Retail stores with counter service Turnover (less) (higher) Operationalized as absenteeism Bindery operated exclusively

2 Hypothesis

2.1 Job satisfaction Hypothesis 1. Job satisfaction will be greater for part-time salespeople than for full-time salespeople. Hypothesis 2. Job satisfaction will be greatest for part-time salespeople who do not have other outside employment ， and will be lower as the extent of other outside employment increases.

2.2 Performance Hypothesis 3. Performance will be better for part-time salespeople than for full-time salespeople. Hypothesis 4. Performance will be better for part-time salespeople who do not have other outside employment ， and will be better as the extent of other outside employment increases.

2.3 Turnover Hypothesis 5. Turnover will be lower for part-time salespeople than for full-time salespeople. Hypothesis 6. Turnover will be lower for those part-time salespeople who do not have other outside employment ， and will be lower as the extent of other outside employment increases.

3 the study

3.1. Sample 4 U.S. direct selling companies Had begun selling within the past 6-12 months Questionnaire 1600 ， 491 responded (30.69%) 32% had already quit their sales position 35 or more hours per week as the measure of full-time employment 29% full-time ， 71% part-time 85% were female

3.2. variables Measure Job satisfaction~7-point rating scales ranging from “extremely dissatisfied” through “neutral” to “extremely satisfied” Performance ~earnings per week based on two separate questionnaire answers. One involved dollar earnings since starting the selling job. (from starting to quitting) the other was a measure of time worked ， including number of weeks on job and number of hours worked per week. Turnover~ quitting and intension to quit (never ， seldom ， sometimes ， frequently ， ready ， no longer)

3.2. variables (continue) Hypotheses 2,4,6 Other outside employment “Do you have any other employment now in addition to your direct selling job? ” “How many hours per week the respondent devoted to other job(s).

3.2. variables (continue) Part-time salespeople Full-time DS salespeople Part-time selling Full-time selling None other job Part-time other Full-time other D.S. job only

4. Analysis and results Table 3 Job satisfaction Performance $ / hour Turnover 1-6 P-t salespeople 53.88(11.82)19.87(54.34)2.95(1.76) F-t salespeople 39.60(16.64)8.14(18.81)4.73(1.90) P-t &none (n=117) 55.03(11.78)14.13(21.19)2.81(1.71) P-t & P-t other (n=67) 53.71(12.24)23.23(72.08)3.06(1.78) P-t & F-t other (n=115) 52.86(12.17)23.56(64.27)3.03(1.80) F-t &none (n=72) 43.99(16.44)6.00(6.89)4.36(2.06) F-t & P-t other (n=27) 36.92(12.71)8.93(18.32)5.07(1.54) F-t & F-t other (n=27) 30.83(16.73)13.32(35.68)5.37(1.57) Selling 4.2 H1,5 Reading?

4.1 Examination for differences due to sex Table 4 shows that sex is not a significant factor in relation to the three dependent variables studied.

Hypothesis 1 Job satisfaction will be greater for part-time salespeople than for full-time salespeople. 2. Job satisfaction will be greatest for part-time salespeople who do not have other outside employment ， and will be lower as the extent of other outside employment increases. 3. Performance will be better for part-time salespeople than for full- time salespeople. 4. Performance will be better for part-time salespeople who do not have other outside employment ， and will be lower as the extent of other outside employment increases. 5. Turnover will be lower for part-time salespeople than for full-time salespeople. 6. Turnover will be lower for those part-time salespeople who do not have other outside employment ， and will be lower as the extent of other outside employment increases. x O O O O O x

4.3 impact of other outside employment A significant interaction between selling and other employment status was found in the analysis for job satisfaction. Job satisfaction differences are much greater among the other employment groups of full-time salespeople than among the other employment groups of part-time salespeople. Apparently ， other employment affects the job satisfaction of full-timers more than of the part- timers. ●

4.3 impact of other outside employment-- part-time groups Table 5 shows that there are no significant differences between any two of the part-time salesperson groups on either job satisfaction or turnover. Thus if limited to part-times only ， Hypotheses 2 ， 4 ， and 6 are not supported Part-time selling Full-time selling None other job Part-time other Full-time other Table 5.

Significant~Job satisfaction between the F-Trs with no other employment (group 4 on table 3 ， mean from table 3=43.99) and both of the other groups ─ F-Trs with other part-time employment (group 5 ， mean=36.92) and F- Trs with other full-time employment (group 6 ， mean=30.83) Significant~Turnover between F-Trs with no other employment (group 4 ， mean=4.36) and F-Trs with other F-T employment (group 6 ， mean=5.37) 4.3 impact of other outside employment -- full -time groups Part-time selling Full-time selling None other job Part-time other Full-time other Table 5.

Significant~ When the P-T and F-T salespeople are combined based on similar other employment ， a significant differences is found for both job satisfaction and turnover between those with no other job(group1 and 4) and those with other P-T employment (group 2 and 5) as well as those with other F-T employment (group 3 and 6). While these combined group differences were not hypothesized ， they support the contention that multiple job holders experience less job satisfaction and greater propensity to quit their job than do single job holders. 4.3 impact of other outside employment -- PT-FT groups

5. Discussion

5.1. Job satisfaction Consistent with the theory of P-T. Less involved ， less opportunity to accumulate dissatisfying experience. Different motivations for working ， placing lower priority to pay and advancement and higher priority to flexibility and escape from routine and boredom. Lower expectations than F-Trs ， so their reaction to a similar work environment will be more positive.

Outside selling offers a much greater degree of flexibility ， both in temporal and spatial sense. Greater job satisfaction is associated with the part-time component. Listed at the beginning of this section Job satisfaction(continue)

5.2 Performance It was significant at only level because of the large variances around the means. Speculation into the reasons for these large variances is possible ， by examining the differences in performance across the six employment combination groups. Greater need for income  higher priority for pay via commission selling (part-timers) The decline in productivity proposed because multiple jobs reduce flexibility did not seem to materialize. If such a decline exists ， it might be offset by other factors.

5.3 Turnover Closely parallel the results for job satisfaction. Full-timers in selling show a growing propensity to quit as they take on other employment. This is likely if their priority for pay is also increasing ， thus motivating them to leave a job sooner if a better-paying alternative appears.

5.4. Limitations Cross-sectional Making causal inferences highly speculative. The use of ANOVA with unequal cell sizes might have distorted the analysis. Different operationalization of the variables. The type of salespeople.

6. Implications for management and future research Hiring part-time rather than full-time salespeople. Part-timer’s communication and training cost possibly eroding productivity gains. Managers in direct selling firms should seek out part-timers who have other employment. Using part-timers to sell and recruit other part-timers appears to be a better strategy. Retirement and younger (no time commitment) Other factors must be considered. (earnings ， spouse ， incorporating other variables)

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