Overview

Abstract (English)

Using nationally representative, multisource, longitudinal data, we examined the relationships between hours underemployment, employee turnover, and human resource practices. The results of hierarchical linear models have revealed that underemployed employees are more likely to leave an organization that relies heavily on contingent workers, and they are less likely to leave an organization which regularly hires internally. These findings extend the theory of hours underemployment from individual level direct effects to organizational level moderating factors, and accordingly, they provide empirical evidence for human resource professionals to address the detrimental effects of underemployment.

Abstract (French)

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