Does age matter? Examining career commitment as a moderator in the relationship between age-related HR/D practices and subjective career success for younger versus older academic staff

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Beatrice I. J. M. Van der Heijden PhD, Monique Veld, Leonie Heres
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引用次数: 7

Abstract

Building upon the job demands–resources framework and employing an interactionist perspective, the purpose of this scholarly work was to investigate the relationship between age-related HR/D practices (being a contextual antecedent) and career commitment (being a personal antecedent), and the interaction between these two, on the one hand, and subjective career experiences, on the other hand. Moreover, elaborating on life-span developmental theories and earlier empirical work on aging at work, this study also examined whether this relationship was moderated by age category (younger workers [<50 years] vs. their older counterparts [≥50 years]). An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (N = 139). The results partially supported the specific study assumptions. Concrete, age-related HR/D practices add significantly to academics' subjective career success. Contradictory to our expectations, we could neither find a main effect of career commitment nor for its interaction with age-related HR/D practices in the light of subjective career success. Results from the multigroup analyses indicate that, in reality, the above results may apply only to older academics (≥50 years). Possible explanations for this outcome are discussed. This study extends past career research by applying an interactionist perspective (context: age-related HR/D practices; person: career commitment) approach for explaining subjectively experienced career success. The results of this scholarly work provide useful insights for protecting and further enhancing the sustainability of careers in academia, which is of upmost importance in nowadays' labor markets in this occupational sector.

年龄有关系吗?考察职业承诺在与年龄相关的人力资源/发展实践与年轻和年长学术人员主观职业成功之间的关系中的调节作用
在工作需求-资源框架的基础上,采用互动主义的视角,本研究的目的是研究与年龄相关的人力资源/发展实践(作为情境前项)与职业承诺(作为个人前项)之间的关系,以及这两者之间的相互作用,以及主观职业经验,另一方面。此外,本研究还详细阐述了寿命发展理论和早期关于工作年龄老龄化的实证研究,并考察了这种关系是否受到年龄类别(年轻员工[<50岁]与年长员工[≥50岁])的调节。在139名教职员中分发了一份具有完整验证措施的在线自我报告问卷。结果部分支持了具体的研究假设。具体的、与年龄相关的人力资源/发展实践对学者的主观职业成功有显著的促进作用。与我们的预期相反,我们既没有找到年龄较大的学者(≥50岁)。对这一结果的可能解释进行了讨论。本研究运用互动主义视角扩展了以往的职业研究(背景:与年龄相关的HR/D实践;人:职业承诺)解释主观经历的职业成功的方法。这项学术工作的结果为保护和进一步提高学术界职业的可持续性提供了有用的见解,这在当今这个职业领域的劳动力市场中是最重要的。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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