Mismatch in working hours and affective commitment: Differential relationships for distinct employee groups

Purpose – This study examined the relationship between two types of mismatch (i.e. non-correspondence between preferred and actual number of hours), and affective commitment. It was argued that specific groups of employees, i.e. women and part-time working employees, attach more importance to their working hours and, therefore, are less likely to show affective commitment when they experience a mismatch. Design/methodology/approach – Using data from 222 employees of a Dutch Ministry, hypotheses were tested using regression analyses. Findings – It was shown that a mismatch of working more hours was differentially related to the affective commitment of employees who wanted to work more and who wanted to work fewer hours. Moreover, gender and full-time status were found to moderate the negative relationship between a mismatch and the affective commitment of employees who wants to work less. Research limitations/implications – The focus is on affective commitment; however, it is possible that other types of commitment are also associated with perceptions of psychological contract breach. Practical implications – Tailored HRM is needed: assisting employees with a mismatch wanting to work fewer hours can be achieved by allowing them more flexibility in their working schedules. Employees with a mismatch of wanting to work more hours can be assisted with additional support, e.g. shopping services. Originality/value – HRM practices can be tailored to different preferences: the value of this paper is the examination of different types of mismatch for different group of employees