All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well

Detalhes bibliográficos
Autor(a) principal: Silva, Sofia Alexandra Faustino da
Data de Publicação: 2020
Tipo de documento: Dissertação
Idioma: eng
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: http://hdl.handle.net/10071/20847
Resumo: In recent decades there has been a global aging phenomenon, resulting in a more age diverse workforce. This phenomenon represents a challenge for organizations, which have the need to attract and retain the best talents through Human Resource Management (HRM). Prior research has shown inconsistencies on the study of the impact of age in the relation between human resources (HR) practices and work-related outcomes. Drawing on Social Exchange, Signaling and Conservation of Resources theories, this research aims to examine the role of chronological age and life stage in the relationship between HR practices and individual (i.e. well-being) and organizational outcomes (i.e. turnover intention). A sample of 365 employees participated in this time-lagged study, by answering to two questionnaires. Three bundles of HR practices were studied. Development Practices (HRDP), Maintenance Practices (HRMP) and Flexible Practices (FWP) showed a negative impact on turnover intention. However, only HRDP positively influenced well-being. Further, nor age nor life stage moderated the relation between HR practices and the studied outcomes. Findings suggest that to retain employees and promote their well-being, organizations should provide HRDP, HRMP and FWP to all employees, regardless of age or life stage. This research contributes to the HRM literature, by showing that age does not moderate the impact of these practices on individual and organizational outcomes, and that professional development is an important part of well-being.
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spelling All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee wellHuman resources practicesAgeLife stageTurnover intentionWell-beingPráticas de recursos humanosIdadeFase de vidaIntenção de turnoverBem-estarIn recent decades there has been a global aging phenomenon, resulting in a more age diverse workforce. This phenomenon represents a challenge for organizations, which have the need to attract and retain the best talents through Human Resource Management (HRM). Prior research has shown inconsistencies on the study of the impact of age in the relation between human resources (HR) practices and work-related outcomes. Drawing on Social Exchange, Signaling and Conservation of Resources theories, this research aims to examine the role of chronological age and life stage in the relationship between HR practices and individual (i.e. well-being) and organizational outcomes (i.e. turnover intention). A sample of 365 employees participated in this time-lagged study, by answering to two questionnaires. Three bundles of HR practices were studied. Development Practices (HRDP), Maintenance Practices (HRMP) and Flexible Practices (FWP) showed a negative impact on turnover intention. However, only HRDP positively influenced well-being. Further, nor age nor life stage moderated the relation between HR practices and the studied outcomes. Findings suggest that to retain employees and promote their well-being, organizations should provide HRDP, HRMP and FWP to all employees, regardless of age or life stage. This research contributes to the HRM literature, by showing that age does not moderate the impact of these practices on individual and organizational outcomes, and that professional development is an important part of well-being.Nas últimas décadas tem-se observado um fenómeno de envelhecimento global, resultando numa força de trabalho mais etariamente diversa. Este fenómeno representa um desafio para as organizações, que necessitam de atrair e reter o melhor talento através da Gestão de Recursos Humanos (GRH). Investigação anterior mostra inconsistências no estudo do impacto da idade na relação entre as Práticas de Recursos Humanos (PRH) e as variáveis relacionadas com o trabalho. Tendo em conta as teorias da Troca Social, da Sinalização e da Conservação de Recursos, esta investigação pretende examinar o papel da idade cronológica e da fase de vida na relação entre as PRH e variáveis individuais (i.e., bem-estar) e organizacionais (i.e., intenção de saída). Uma amostra de 365 trabalhadores participaram neste estudo time-lagged, respondendo a dois questionários. Foram estudados três conjuntos de PRH. As Práticas de Desenvolvimento (HRDP), Práticas de Manutenção (HRMP) e Práticas Flexíveis (FWP) mostraram um impacto negativo na intenção de turnover. No entanto, apenas as HRDP mostraram um impacto positivo no bem-estar. Além disso, nem a idade nem a fase de vida moderaram a relação entre as PRH e as variáveis estudadas. Os resultados sugerem que, para reter os trabalhadores e promover o seu bem-estar, as organizações devem providenciar HRDP, HRMP e FWP a todos, independentemente da sua idade ou fase de vida. Esta investigação contribui para a literatura sobre a GRH, mostrando que a idade não modera o efeito destas práticas nas variáveis individuais e organizacionais e, que o desenvolvimento profissional é uma parte importante do bem-estar.2023-09-21T00:00:00Z2020-10-26T00:00:00Z2020-10-262020-09info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10071/20847TID:202535711engSilva, Sofia Alexandra Faustino dainfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:39:42Zoai:repositorio.iscte-iul.pt:10071/20847Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:18:17.560702Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse
dc.title.none.fl_str_mv All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
title All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
spellingShingle All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
Silva, Sofia Alexandra Faustino da
Human resources practices
Age
Life stage
Turnover intention
Well-being
Práticas de recursos humanos
Idade
Fase de vida
Intenção de turnover
Bem-estar
title_short All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
title_full All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
title_fullStr All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
title_full_unstemmed All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
title_sort All different but all equal?: the role of age on the relationship between hr practices and turnover intention and employee well
author Silva, Sofia Alexandra Faustino da
author_facet Silva, Sofia Alexandra Faustino da
author_role author
dc.contributor.author.fl_str_mv Silva, Sofia Alexandra Faustino da
dc.subject.por.fl_str_mv Human resources practices
Age
Life stage
Turnover intention
Well-being
Práticas de recursos humanos
Idade
Fase de vida
Intenção de turnover
Bem-estar
topic Human resources practices
Age
Life stage
Turnover intention
Well-being
Práticas de recursos humanos
Idade
Fase de vida
Intenção de turnover
Bem-estar
description In recent decades there has been a global aging phenomenon, resulting in a more age diverse workforce. This phenomenon represents a challenge for organizations, which have the need to attract and retain the best talents through Human Resource Management (HRM). Prior research has shown inconsistencies on the study of the impact of age in the relation between human resources (HR) practices and work-related outcomes. Drawing on Social Exchange, Signaling and Conservation of Resources theories, this research aims to examine the role of chronological age and life stage in the relationship between HR practices and individual (i.e. well-being) and organizational outcomes (i.e. turnover intention). A sample of 365 employees participated in this time-lagged study, by answering to two questionnaires. Three bundles of HR practices were studied. Development Practices (HRDP), Maintenance Practices (HRMP) and Flexible Practices (FWP) showed a negative impact on turnover intention. However, only HRDP positively influenced well-being. Further, nor age nor life stage moderated the relation between HR practices and the studied outcomes. Findings suggest that to retain employees and promote their well-being, organizations should provide HRDP, HRMP and FWP to all employees, regardless of age or life stage. This research contributes to the HRM literature, by showing that age does not moderate the impact of these practices on individual and organizational outcomes, and that professional development is an important part of well-being.
publishDate 2020
dc.date.none.fl_str_mv 2020-10-26T00:00:00Z
2020-10-26
2020-09
2023-09-21T00:00:00Z
dc.type.status.fl_str_mv info:eu-repo/semantics/publishedVersion
dc.type.driver.fl_str_mv info:eu-repo/semantics/masterThesis
format masterThesis
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dc.identifier.uri.fl_str_mv http://hdl.handle.net/10071/20847
TID:202535711
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identifier_str_mv TID:202535711
dc.language.iso.fl_str_mv eng
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dc.format.none.fl_str_mv application/pdf
dc.source.none.fl_str_mv reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
instacron:RCAAP
instname_str Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
instacron_str RCAAP
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reponame_str Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
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repository.name.fl_str_mv Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
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