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

Detalhes bibliográficos
Autor(a) principal: Sousa, I. C.
Data de Publicação: 2021
Outros Autores: Ramos, S., Carvalho, H.
Tipo de documento: Artigo
Idioma: eng
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: http://hdl.handle.net/10071/22056
Resumo: 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.
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spelling Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitmentAge-diversity practicesCommitmentStructural equation modelingTurnoverWork engagementAn 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.SAGE Publications2021-02-17T18:33:40Z2021-01-01T00:00:00Z20212021-10-20T13:56:42Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10071/22056eng2397-002210.1177%2F2397002220979797Sousa, I. C.Ramos, S.Carvalho, H.info: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:RCAAP2023-11-09T17:52:54Zoai:repositorio.iscte-iul.pt:10071/22056Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:26:26.088009Repositório 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 Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
title Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
spellingShingle Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
Sousa, I. C.
Age-diversity practices
Commitment
Structural equation modeling
Turnover
Work engagement
title_short Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
title_full Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
title_fullStr Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
title_full_unstemmed Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
title_sort Retaining an age-diverse workforce through HRM: the mediation of work engagement and affective commitment
author Sousa, I. C.
author_facet Sousa, I. C.
Ramos, S.
Carvalho, H.
author_role author
author2 Ramos, S.
Carvalho, H.
author2_role author
author
dc.contributor.author.fl_str_mv Sousa, I. C.
Ramos, S.
Carvalho, H.
dc.subject.por.fl_str_mv Age-diversity practices
Commitment
Structural equation modeling
Turnover
Work engagement
topic Age-diversity practices
Commitment
Structural equation modeling
Turnover
Work engagement
description 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.
publishDate 2021
dc.date.none.fl_str_mv 2021-02-17T18:33:40Z
2021-01-01T00:00:00Z
2021
2021-10-20T13:56:42Z
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url http://hdl.handle.net/10071/22056
dc.language.iso.fl_str_mv eng
language eng
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10.1177%2F2397002220979797
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dc.publisher.none.fl_str_mv SAGE Publications
publisher.none.fl_str_mv SAGE Publications
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