HRM practices and low occupational status older workers

Abstract

Purpose

The purpose of this paper is to examine the role of perceived human resource management (HRM) practices on affective organizational commitment, job performance and preference for early retirement.

Design/methodology/approach

In total, 414 older employees with a low occupational status, in the graphical, arts, information and media sectors in the Netherlands, filled out a survey measuring their perception of five human resource practices related to flexible work options, job design, training, evaluation of their performance and recognition and respect, their commitment, job performance and preference for early retirement.

Findings

The results show that employees’ perception of HRM practices related to job design and recognition and respect have a positive influence on their affective commitment to their organization. Second, their perception of the HRM practices related to recognition and respect are also shown to have a positive relationship with job performance. However, it was found that perceived HRM practices do not influence preference for early retirement.

Originality/value

These findings show that the provision of HRM practices enhances job performance and affective organizational commitment. However, in contrast with the common assumption that HRM practices will influence the retirement decision in the sense that it will delay their retirement, it might not be a useful tool to keep older employees longer in the workforce.

Citation

Hennekam, S. and Herrbach, O. (2013), "HRM practices and low occupational status older workers", Employee Relations, Vol. 35 No. 3, pp. 339-355. https://doi.org/10.1108/01425451311320512