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What strategy of human resource management to retain older workers?

What strategy of human resource management to retain older workers? Based on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.Design/methodology/approachA sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.FindingsResults indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.Practical implicationsThe results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.Originality/valueThe study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Manpower Emerald Publishing

What strategy of human resource management to retain older workers?

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Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
0143-7720
DOI
10.1108/ijm-07-2017-0170
Publisher site
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Abstract

Based on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.Design/methodology/approachA sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.FindingsResults indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.Practical implicationsThe results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.Originality/valueThe study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work.

Journal

International Journal of Manpower – Emerald Publishing

Published: Mar 18, 2019

Keywords: Knowledge transfer; Affective commitment; Generativity; Occupational commitment; Retirement preparation

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