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Article
Publication date: 21 December 2020

Lin-Yang Yue and Wei-de Huang

This paper aims to examine the J-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and…

Abstract

Purpose

This paper aims to examine the J-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and maintenance HR practices on this relationship.

Design/methodology/approach

Regression models of survey data obtained from a sample of 722 Chinese knowledge workers were used to test the hypotheses.

Findings

The results show that among women age and JSSO are J-shaped related and the relationship weakens under high development HR practices; while among men the J-shaped age-JSSO relation is significant only under low maintenance HR practices.

Research limitations/implications

This research is subject to the cross-sectional design, and the sample is restricted to knowledge workers.

Originality/value

This study advances previous studies that hold a linear (positive or negative) age-JSSO relationship by theorizing and testing a J-shaped one. The differentiated moderating effects of two bundles of HR practices proved improves our knowledge about how to use HR practices appropriately to sustain employee work competency in the context of workforce aging.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 19 May 2021

Chaturong Napathorn

This paper aims to examine the design and implementation of age-related human resource (HR) practices across organizations located in the institutional contexts of the…

Abstract

Purpose

This paper aims to examine the design and implementation of age-related human resource (HR) practices across organizations located in the institutional contexts of the under-researched emerging market economy of Thailand.

Design/methodology/approach

A cross-case analysis of five organizations is conducted across industries. The empirical evidence in this paper draws on semistructured interviews and focus groups with older workers of each organization, semistructured interviews with top managers and/or HR managers of each organization, field visits to each organization located in Bangkok and other provinces in Thailand and a review of archival documents and Web-based resources.

Findings

This paper proposes that firms design and implement various age-related HR practices, including the extension of the retirement age, financial planning facilitation, the bundling of maintenance and the bundling of utilization, to ensure that older workers in their firms maintain their current level of functioning to cope with the problem of skill shortage in the Thai labor market, have sufficient savings after retirement to respond to the “productivist informal security” welfare state regime and return to previous levels of functioning after facing losses in their careers.

Research limitations/implications

Due to the fact that this research is based on case studies of age-related HR practices in five firms across industries in Thailand, the findings may not be generalizable to all other firms across countries. Rather, the aim of this paper is to enrich the discussion regarding the design and implementation of age-related HR practices in organizations. Another limitation of this research is that it does not include firms located in several industries, such as the financial services industry and the education industry. Future research may explore age-related HR practices in organizations located in these industries. Moreover, quantitative studies using large samples of firms across industries might also be useful for fostering an in-depth understanding of the design and implementation of age-related HR practices in organizations.

Practical implications

This paper provides practical implications for top managers and/or HR managers of firms in Thailand and other emerging market economies. That said, these top managers and/or HR managers can implement age-related HR practices to respond to the problem of skill shortage in the labor market, ensure that older workers have sufficient savings after retirement and help older workers return to previous levels of functioning after facing deterioration in health conditions and/or losses in their careers.

Social implications

This paper provides policy implications for the government and/or relevant public agencies of Thailand and other emerging market economies that still face a severe skill shortage problem. Older workers who possess tacit knowledge and valuable experience and are still healthy can be considered excellent alternates for firms to help alleviate the skill shortage problem in the labor market. However, firms should implement age-related HR practices to retain this group of employees overtime.

Originality/value

This paper contributes to the literature on comparative institutionalism and human resource management, specifically regarding age-related HR practices, in the following ways. First, this paper examines how firms design and implement age-related HR practices to respond to the country’s macro-level institutions. Additionally, in this paper, the author triangulates the findings from older workers with those from employers to ensure that actual HR practices perceived by older workers are in line with HR practices perceived by top managers and/or HR managers. Moreover, the literature on age-related HR practices has likely overlooked emerging market economies, including the under-researched country of Thailand, because most studies in this area have focused on developed economies. Therefore, the findings in this paper provide an in-depth analysis of the design and implementation of age-related HR practices across firms located in the emerging market economy of Thailand to respond to the national institutional context.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

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Article
Publication date: 23 December 2020

Karen Pak, Dorien Kooij, Annet H. De Lange, Maria Christina Meyers and Marc van Veldhoven

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across…

Abstract

Purpose

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.

Design/methodology/approach

Thirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.

Findings

Results showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.

Research limitations/implications

A limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.

Practical implications

This study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.

Originality/value

This study extends existing literature by including career shocks as possible predictors of sustainable careers.

Details

Career Development International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1362-0436

Keywords

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Abstract

Details

The Aging Workforce Handbook
Type: Book
ISBN: 978-1-78635-448-8

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Article
Publication date: 22 March 2019

Wei Ning and Albi Alikaj

The purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.

Abstract

Purpose

The purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.

Design/methodology/approach

The study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.

Findings

The results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.

Research limitations/implications

The results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.

Practical implications

The current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.

Originality/value

The literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

Details

International Journal of Organizational Analysis, vol. 27 no. 4
Type: Research Article
ISSN: 1934-8835

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Book part
Publication date: 1 August 2017

Jeanette N. Cleveland, Lena-Alyeska Huebner and Madison E. Hanscom

Aging workers are a diverse group yet research on aging infrequently examines the joint effects of age and gender upon various life domains and decisions. In order to…

Abstract

Aging workers are a diverse group yet research on aging infrequently examines the joint effects of age and gender upon various life domains and decisions. In order to fully understand the experience of a person, you must examine her/his roles and identities as they intersect. Intersectionality extends to the work setting, and the notion of intersectionality is presented as a paradigm that can yield significant insights into the joint consideration of age and gender in the workplace. These relationships have the potential to shape identities, which may in turn influence work perceptions and outcomes. As a result there are important considerations, consequences, solutions, and future research topics, as well as Human Resource practices that are discussed in this chapter.

Details

Age Diversity in the Workplace
Type: Book
ISBN: 978-1-78743-073-0

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Article
Publication date: 1 August 2016

David Lain and Wendy Loretto

Against a backdrop of legislative and policy changes, this paper assesses the extent to which the over-65 age-group is moving from the margins to the mainstream of UK…

Abstract

Purpose

Against a backdrop of legislative and policy changes, this paper assesses the extent to which the over-65 age-group is moving from the margins to the mainstream of UK employment. The purpose of this paper is to fill a gap in HR research and practice which, it is argued, has paid relatively little attention to the over-65s.

Design/methodology/approach

The analysis draws on three waves of the Labour Force Survey (LFS) (2001, 2008, 2014), to explore the extent to which organisational, occupational and sectoral marginalisation of the over-65s has changed in the twenty-first century.

Findings

The results show that the share of 65-69 year olds working as employees doubled between 2001 and 2014, primarily because long-term established employees worked longer. Overrepresentations of lower-level “Lopaq” occupations reduced, and over-65s became more integrated across occupations and sectors.

Research limitations/implications

More research is needed to understand the factors driving the steady move from the margins to the mainstream (e.g. LFS does not measure pensions), and future research on the older workforce should automatically include workers in this age-group.

Practical implications

The discussion considers the implications for managerial practice, in a context of increasingly age-diverse workforces.

Originality/value

This paper addresses a gap in research into later life working and also demonstrates the ways in which the nature of employment among the over-65s is changing, thereby challenging some of the assumptions about those who work into later life and how they are – or should be managed.

Details

Employee Relations, vol. 38 no. 5
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 20 April 2015

Anselmo Ferreira Vasconcelos

The purpose of this paper is to investigate how a cohort of Brazilian mature workers perceives their contemporary experience in the workplaces by identifying their…

Abstract

Purpose

The purpose of this paper is to investigate how a cohort of Brazilian mature workers perceives their contemporary experience in the workplaces by identifying their perceptions, feelings and how they are treated.

Design/methodology/approach

This investigation drew on grounded theory regarding that it enabled to identify data, describe the observed events, answer vital questions thereof and develop theoretical categories to understand what was taking place.

Findings

Definitely, the current situation of older workers shows clearly a dual landscape, which is permeated by strong contrasts. On the one hand, one may envision the benefits of a career and participation in the corporate life even though performing humbler roles. On the other hand, one may find people simply struggling to complement their poor pensions and doing everything possible to sustain themselves. Overall, this study found seven themes, namely: current work experience, treatment of older workers, (un)support and benefits provided toward work–family balance and quality of work life, the experience of having a job, meaning of work, working with younger generations and future perspectives.

Research limitations/implications

Due to the method used, the results cannot be generalized and herein resides the major limitation of this investigation. In addition, the sample was made up of only people working and living in the main state of Brazil.

Practical implications

The results of this study bring useful managerial implications for organizations interested in improving their relationships with older workers by suggesting the need of enhancing or implementing a set of human resources and internal marketing policies and practices.

Originality/value

This study contributes to the understanding of a broader general frame of older workers aspirations, needs, difficulties and challenges, particularly focusing on Brazilian reality whose research has paid scant attention on this topic. In addition, it adds to the understanding of older workers’ reality and research toward mature workers’ career, expectations and desires, productivity, adaptability, engagement and learning capacity. Moreover, it suggests that at least some Brazilian organizations are getting to enhance the job designing and development opportunities to their older workforce. However, it also found that there is room for considerable improvements in such tasks.

Details

Management Research Review, vol. 38 no. 4
Type: Research Article
ISSN: 2040-8269

Keywords

Content available
Article
Publication date: 23 April 2019

Beatrice Van der Heijden and Daniel Spurk

Building upon a competence-based employability model and a social exchange and proactive perspective, the purpose of this paper is to investigate the relationship between…

Abstract

Purpose

Building upon a competence-based employability model and a social exchange and proactive perspective, the purpose of this paper is to investigate the relationship between learning value of the job and employability among academic staff employees. Moreover, this study also examined whether this relationship was moderated by leader–member exchange (LMX) and a proactive coping style.

Design/methodology/approach

An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (n=139).

Findings

The results partially supported the specific study assumptions. Concrete, learning value of the job was positively related to anticipation and optimization, corporate sense and balance. LMX moderated the relationship between learning value of the job, on the one hand, and all employability dimensions, on the other hand. However, proactive coping only moderated the relationship with anticipation and optimization, flexibility and balance. In all cases, under the condition of high moderator variable levels, the relationship became stronger.

Originality/value

This study extends past employability research by applying an interactionist perspective (person: proactive coping style, context: LMX and learning value of the job) approach for explaining employability enhancement. The results of this scholarly work provide useful insights for stimulating future career development and growth, which is of upmost importance in nowadays’ labor markets.

Details

Career Development International, vol. 24 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

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