Benefits of a supportive development climate for older workers

Benefits of a supportive development climate for older workers Purpose – This study aims to test a model of the relationships among older workers' propensity to engage in development activities (development orientation), their perceptions of the development opportunities associated with their job (job development climate), their commitment to their organization, and their intention to remain with their organization. Design/methodology/approach – Separate questionnaires were completed by 395 individuals aged 50 to 70, who were in their career job and 195 individuals aged 50 to 70 who were employed in a bridge job. Both questionnaires included measures of development orientation, job development climate, affective commitment and intention to remain as well as individual characteristics and organizational characteristics. Findings – The findings supported the proposed model in that development orientation was positively related to job development climate which, in turn, was positively related to affective commitment and affective commitment was positively related to intention to remain with the organization. There were both similarities and differences in the patterns of relationships for career‐job and bridge‐job respondents. Research limitations/implications – The question of causality cannot be determined because of the cross‐sectional research design. Practical implications – To create a supportive development climate and retain older workers, employers need to foster older workers' development orientation and ensure that their work assignments provide opportunities to learn new knowledge and skills. Orginality/value – There is little empirical research addressing issues related to the development and retention of older workers. No previous studies have investigated both development orientation and job development climate in the context of older workers. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Benefits of a supportive development climate for older workers

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Publisher
Emerald Publishing
Copyright
Copyright © 2008 Emerald Group Publishing Limited. All rights reserved.
ISSN
0268-3946
DOI
10.1108/02683940810869033
Publisher site
See Article on Publisher Site

Abstract

Purpose – This study aims to test a model of the relationships among older workers' propensity to engage in development activities (development orientation), their perceptions of the development opportunities associated with their job (job development climate), their commitment to their organization, and their intention to remain with their organization. Design/methodology/approach – Separate questionnaires were completed by 395 individuals aged 50 to 70, who were in their career job and 195 individuals aged 50 to 70 who were employed in a bridge job. Both questionnaires included measures of development orientation, job development climate, affective commitment and intention to remain as well as individual characteristics and organizational characteristics. Findings – The findings supported the proposed model in that development orientation was positively related to job development climate which, in turn, was positively related to affective commitment and affective commitment was positively related to intention to remain with the organization. There were both similarities and differences in the patterns of relationships for career‐job and bridge‐job respondents. Research limitations/implications – The question of causality cannot be determined because of the cross‐sectional research design. Practical implications – To create a supportive development climate and retain older workers, employers need to foster older workers' development orientation and ensure that their work assignments provide opportunities to learn new knowledge and skills. Orginality/value – There is little empirical research addressing issues related to the development and retention of older workers. No previous studies have investigated both development orientation and job development climate in the context of older workers.

Journal

Journal of Managerial PsychologyEmerald Publishing

Published: May 2, 2008

Keywords: Older workers; Training; Employee development; Workplace learning

References

  • Job seeking among retirees seeking bridge employment
    Adams, G.; Rau, B.
  • Hours invested in professional development during late career as a function of career motivation and satisfaction
    Greller, M.M.
  • Work role centrality of industrial workers as related to organizational conditions, task autonomy, managerial orientations and personal characteristics
    Mannheim, B.; Dubin, R.
  • Underemployment, job attitudes, and turnover intentions
    Maynard, D.C.; Joseph, T.A.; Maynard, A.M.
  • HRM practices and organizational commitment: test of a mediation model
    Meyer, J.P.; Smith, C.A.
  • Proactive personality and career success
    Seibert, S.E.; Crant, J.M.; Kraimer, M.L.

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