Changes in a multitude of factors including the economy, student enrollment, university goals and policies, and the available talent pool have created an imbalance in the supply and demand for qualified part-time faculty. The unmet demand has prompted university leaders to seek an understanding of part-time faculty affective commitment, job satisfaction, and job characteristics to improve their methods of attracting and retaining qualified part-time faculty members. The problem addressed within this study was the increased costs and decreased quality of education caused by high attrition of part-time faculty in a private northwest Iowa university. The rationale was to show a relationship between job satisfaction, job characteristics, and affective commitment, thus providing both academic and practical implications for lower attrition of part-time faculty. This quantitative study was based on an electronic survey comprised of three validated instruments distributed to 293 part-time faculty members from all Buena Vista University campus sites and online courses. Responses were received from 180 participants. Analysis using a multiple linear regression model suggested that a significant proportion of the total variation in affective commitment was predicted by job characteristics, F(5, 174) = 5.77, p < 0.001. It was found that autonomy significantly predicted affective commitment (ß = 0.235,p < 0.001), as did task identity, (ß = 0.155, p < 0.001), and task significance, (ß -0.142, p < 0.001). A one-way MANOVA was conducted to assess the relationship between job satisfaction and job characteristics. Statistically significant multivariate main effects were found for skill variety (F(2, 77) = <0.001, p < 0.001), task significance (F(2, 77) = < 0.001, p < 0.001), and task identity (F(2, 77) = < 0.001, p < 0.001). No statistically significant multivariate main effects were found for autonomy or feedback. A Pearson product-moment correlation coefficient revealed a positive correlation between affective commitment and all job satisfaction factors. Future research recommendations included replication studies in a larger or different geographical area, utilizing a longitudinal approach, utilizing an experimental approach, and interviewing to gather qualitative data. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]