Strengthening the employment relationship: The effects of work-hours fit on key employee attitudes
研究了小时工实际工作时长与期望时长的匹配度如何影响其组织支持感、工作压力、工作家庭冲突、离职意愿和生活满意度，发现匹配度对关键态度有显著影响，且工作时长不足或过多对不同态度的影响不同。
Today's hourly workers are facing revised work schedules and shifting hours, which may have critical implications for employment relationships. This study considers the impact of work-hours fit on key attitudes of hourly employees—perceived organizational support, job stress, work–family conflict, intent to turnover, and life satisfaction. We define work-hours fit as the difference between an employee's desired number of hours and the actual hours worked, and we examine both the congruence of work-hours fit and the degree of misfit. We also examine the moderating impact of the type of misfit, defined as working too many versus too few hours. Results indicate that, in our sample, hourly employees are typically not working the hours they prefer. As predicted, work-hours fit impacts the attitudes we examined, and, when considering the type of misfit, congruence matters more for life satisfaction and intent to turnover. Results also indicate working too few hours impacts job stress and life satisfaction, whereas working too many effects work–family conflict. This paper demonstrates the importance of preferences, as a reflection of time/money resource trade-offs, and offers ways for employers to improve work–family facilitation and strengthen their employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.