Retaining an age-diverse workforce through HRM: The mediation of work engagement and affective commitment

Inês C. Sousa, Sara Ramos, H. Carvalho
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引用次数: 8

Abstract

An aging population and an increasingly age-diverse workforce exemplify the complex challenge that age represents for most managers today. For that reason, research has shown the importance of designing and implementing human resources (HR) practices that meet age-related differences in workers’ motives and needs. Drawing on signaling and social exchange theories, the current study investigated a first stage moderated parallel multiple mediation model. We examined the mediating roles of work engagement and affective commitment in the relationship between age-diversity practices and turnover intention, as well as the moderating role of work centrality in these mediated relationships. Using a sample of 802 Portuguese workers, the study supported the parallel multiple mediation hypotheses. Further, the findings revealed that work centrality moderated the relationship between age-diversity practices and turnover intention via work engagement, but not via affective commitment. Age-diversity practices may motivate those workers who place less importance on work to be more engaged, which, in turn, reduces their intentions to leave the organization. Moreover, all workers, regardless of the importance that work plays in their life, are more emotionally attached to the organization and more willing to stay when there are age-diversity practices. Thus, to retain a healthy and productive age-diverse workforce, organizations should implement age-diversity practices. Empirical and practical implications are discussed.
通过人力资源管理保留年龄多样化的劳动力:工作投入和情感承诺的中介
人口老龄化和越来越多的年龄多样化的劳动力是当今大多数管理者面临的复杂挑战的例证。出于这个原因,研究表明,设计和实施人力资源(HR)实践的重要性,以满足员工动机和需求的年龄相关差异。基于信号和社会交换理论,本研究探讨了一个第一阶段调节的平行多重中介模型。我们考察了工作投入和情感承诺在年龄多样性实践与离职倾向关系中的中介作用,以及工作中心性在这些中介关系中的调节作用。本研究以802名葡萄牙工人为样本,支持平行多重中介假设。此外,研究结果显示,工作中心性通过工作投入调节了年龄多样性实践与离职倾向之间的关系,但没有通过情感承诺调节。年龄多样性实践可能会激励那些不太重视工作的员工更加投入,这反过来又降低了他们离开公司的意图。此外,所有员工,不管工作在他们的生活中扮演着多么重要的角色,都会在情感上更加依恋组织,并且更愿意在年龄多样化的实践中留下来。因此,为了保持健康和富有成效的年龄多样化的员工队伍,组织应该实施年龄多样化实践。讨论了实证和实践意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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