First-Class Teachers, Second-Class Citizens: Mixed-Methods Investigation of Organizational Commitment Among Non-Tenure-Track Faculty

Altman, Melissa

doi:10.3102/1683738

Cited by 1 publication

(2 citation statements)

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“…We developed scales for push and pull factors through a pilot study. First, we adapted an initial list of potential reasons for adjuncting from existing research on adjuncts (Altman, 2020; Chapman, 2011; Hiltz et al. , 2007; Ross, 2003; Shiffman, 2009).…”

Section: Methodsmentioning

confidence: 99%

“…Push/pull factors We developed scales for push and pull factors through a pilot study. First, we adapted an initial list of potential reasons for adjuncting from existing research on adjuncts (Altman, 2020;Chapman, 2011;Hiltz et al, 2007;Ross, 2003;Shiffman, 2009). Second, we sent the list to 14 adjuncts from a third university who reviewed the list and added additional reasons why one may contract as an adjunct.…”

Section: Jmp 395mentioning

confidence: 99%

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Experiencing the pull and push: influences on independent contractor motivation and job satisfaction

Miller,

Vanhove

2024

JMP

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PurposeDrawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.Design/methodology/approachWe collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.FindingsThe positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.Practical implicationsRecruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.Originality/valueDespite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.

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Section: Methodsmentioning

confidence: 99%

Section: Jmp 395mentioning

confidence: 99%