International Journal of Performance Measurement










Volume 7, Number 1, June 2017

Drivers of the Job Performance Model: Full-Time Employee VS. Part-Time Employee

Ming-Chun Tsai¹, Ching-Chan Cheng², Shu-Ping Lin³, Jia Chi Lin 4


This study aimed to explore full-time and part-time employees’ perceived differences in job satisfaction, job performance, organizational commitment, internal marketing, leadership, empowerment, and job stress, as well as the differences in the hospitality industry employee job satisfaction relationship model. Hospitality industry employees in Taipei City were treated as subjects. A total of 540 questionnaires were distributed and 419 valid questionnaires were returned. Multiple-group SEM was applied to analyze the path relationship of the model in differ the work pattern of employment (i.e. full-time and part-time). The results reveal significant differences in driving factors to enhance job performance between full-time and part-time employees. Leadership style and job stress are common driving factor affecting job performance. Internal marketing is an important driving factor of job performance for full-time employee, but part-time employee is not. And, the employee’s organizational commitment is key mediator for job performance. The mediation effects of organizational commitment in part-time employee is more than in full-time. These differences were fully discussed in the context. Finally, according to research findings, this study proposed some suggestions as criteria for the hospitality industry to manage different status of employees.


Keywords: Job satisfaction, Organizational commitment, Job performance, Management science


¹ Department of Business Administration, CTBC Business School

² Department of Food &Beverage Management, Taipei College of Maritime Technology

³ Department of Banking and Finance, CTBC Business School

4 Department of Banking and Finance, CTBC Business School