Thesis (D. Min.)--Mid-America Baptist Theological Seminary, 2004. / Includes bibliographical references (leaves 130-139).

This phenomenological study explores what it means to teach part-time in community colleges in the United States. The increasing use of part-time faculty in community colleges and the concomitant emergence of a two-tiered faculty are discussed. The study examines the nature of part-time work in the United States, thus providing insight into practices in higher education. A discussion of challenges women continue to face in the workplace in general, and academia in particular, provide a background for understanding issues raised by study participants. Through the voices of six women, the study moves behind current statistical data to reveal the experiences, disappointments, joys, and motivations of part-time faculty. The findings illuminate current practices, highlight the importance of the department chair in affecting part-time faculty members' experiences, and challenge us to consider working conditions and relationships in our own academic communities. / Graduation date: 2002

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 114-121).

The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying the mediating effects of job satisfaction on the relationship between personality and turnover intention. It tested hypotheses through questionnaire. By the convenience sampling method, 131 returned questionnaires in total were regarded as valid (80.86% response rate). The findings have been summarized as the following: 1. Employees whose personality was more agreeable, more extraverted or less conscientious tended to have more turnover intention. 2. Employees with higher satisfaction at pay, promotions and supervision were prone to have lower turnover intention. 3. Employees with agreeableness personality had higher satisfaction at the work itself, coworkers and supervision. Employees with extraversion personality had lower satisfaction at promotions, coworkers and supervision. Employees with conscientiousness personality had higher satisfaction at pay and coworkers. 4. The satisfaction at supervision has partly mediating effects between agreeableness and turnover intention. The satisfaction at pay has partly mediating effects between conscientiousness and turnover intention. And the satisfaction at pay and supervision does act as a mediator between extraversion and turnover intention.

Title from PDF of title page (University of Missouri--Columbia, viewed on March 17, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Thesis advisor: Dr. Laura McCann. Vita. Includes bibliographical references.

Not available / text

Thesis (Ph.D.)--York University, 2004. Graduate Programme in Sociology. / Typescript. Includes bibliographical references (leaves 343-359). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url%5Fver=Z39.88-2004&res%5Fdat=xri:pqdiss &rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:NQ99221

Thesis (M.H.A.)--University of Michigan, 1964.

Thesis (D. Min.)--Bethel Theological Seminary, 1991. / Includes bibliographical references (leaves 134-137).

Dissertation (MBus) -- AUT University, 2008. / Includes bibliographical references. Also held in print (110 leaves ; 30 cm.) in City Campus Theses Collection (T 331.256 ANG)