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In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined.

Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships.

The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers.

This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers.

Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being.

This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

Based on the socioemotional selectivity theory, this study aims to explore the differential influences of control and commitment human resource (HR) practices on employee job crafting as well as the mediating role of occupational future time perspective (OFTP).

This study used a two-wave design to survey 53 HR managers and 339 employees of 53 Chinese firms. The hypotheses were tested by conducting multilevel structural equation modeling in Mplus 7.4.

The results show that control HR practices are negatively related to job crafting, while commitment HR practices are positively related to job crafting. Further, control HR practices are negatively associated with the remaining opportunities dimension of OFTP, whereas commitment HR practices are positively associated with remaining opportunities. However, both types of HR practices have no significant relationship with the remaining time dimension of OFTP. Finally, remaining opportunities mediate the relationships between both types of HR practices and job crafting.

Managers should be aware of how to promote or inhibit employee job crafting by implementing different HR practices.

This study contributes to the job crafting research by demonstrating that the relationship between HR practices and job crafting depends on the type of HR practices in use, as well as contributing to OFTP research by showing that different types of HR practices have differential relationships with the remaining opportunities dimension of OFTP.

The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.

Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.

The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.

The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.

The purpose of this paper is to explore an expanded temporal context of non‐permanent work through an examination of the influence of previous experience of temporary working, contract duration and time remaining on contract and expectations of continued employment on reports of job insecurity, job satisfaction, in‐role performance and organisational commitment.

Hypotheses were tested using responses of 1,169 temporary workers from a multi‐national, cross‐sectional questionnaire study.

Hierarchical regression analyses indicated that having previous experience of temporary work was associated with higher in‐role performance. No significant effects were found for contract duration, but shorter time remaining on present contract was associated with greater job insecurity and also greater in‐role performance. However the strongest effects were found for expectations of continued employment, with stronger expectations being linked to more positive reports of each outcome. A number of moderation effects were found that indicated interactions between temporal variables and revealed a moderating role of preference for temporary work.

The paper is one of the first to formally consider the influence of a broader temporal context on attitudes and behaviours of temporary workers. Significant associations were found between elements relating to each of the past, present and future and important individual and organisational variables in the present. These effects were sustained above and beyond the influence of variables such as country, sector, preferences, skill level, contract type, and demographics that are known to affect temporary workers' attitudes and behaviours.

The demographic shift and the rapid rate of innovations put age and employability high on policy makers’ and human resource managers’ agenda. However, the authors do not sufficiently understand the link between these concepts. The authors set out to investigate the relationship between age and employability and aim to identify motivational mediators of this relationship. Therefore, the purpose of this paper is to investigate the roles of future time perspective and goal orientation.

The authors conducted quantitative, cross-sectional survey research (n=282) in three Dutch and Austrian organizations. The authors used structural equation modeling to investigate the relationships between chronological age, future time perspective, goal orientations, and employability.

Future time perspective and goal orientation strongly relate to employability. The authors found indirect relationships between age and employability via perceived remaining opportunities.

The results question the often simplistic use of chronological age in employability and human resource management research. Therefore, the authors call for more research to investigate the relationship between age and employability more deeply.

The findings contribute new insights for the career development issues of an increasingly older workforce. This shifts the focus from age, a factor outside our control, to motivation.

This study contributes evidence for the relationships of chronological age, future time perspective, and goal orientation with employability. It extends literature by criticizing the prevalent use of chronological age and investigating mediation effects.

Design and build (D/B) construction methods have gained more importance in recent years for their potential advantages in improving project performance. There are, however, a number of problems that are commonplace in D/B procurement, which, when they interact with each other, can lead to project time and cost overrun problems. The most important among them are design changes, together with communication and coordination lapses among concerned parties. Past research has focused only on the characteristics of the traditional construction, or separate sub‐systems such as different phases or human resource input to projects. An attempt is made in this paper to improve D/B project time and cost performance. A generic system dynamics model is developed that incorporates major sub‐systems and their relationships inherent in D/B constructions projects. It is validated and calibrated for a typical large D/B infrastructure project using time and cost overrun problems experienced in Thailand. Extensive simulations with many policies, individually or in various combinations, show that improvement in time or cost can be made with proper policy combinations that reflect strong interactions between the whole design and build system and can be derived only if these interactions are accounted for. To achieve overall improvement in both time and cost, the combination of full overtime schedule, average material ordering, and fast track construction with moderate crashing of design is most appropriate. If cost is the focus, extending the construction schedule, combined with material ordering based on actual need, and design and build with traditional construction method is the best solution.

The purpose of this paper is to establish the flow-to-equity method, the free cash flow (FCF) method, the adjusted present value method and the relationships between these methods when the FCF appears as an annuity. More specifically, we depart from the two most widely used evaluation settings. The first setting is that of Modigliani and Miller who based their analysis on a stationary FCF. The second setting is that of Miles and Ezzell who worked with an FCF that represents an autoregressive possess of first order.

Inspired by recent observations in the literature concerning cash flows, discount rates and values in discounted cash flow (DCF) methods, we mathematically derive DCF valuation formulas for annuities.

The following relationships are established: (a) the correct discount rate of the tax shield when the free cash flow takes the form of a first-order autoregressive annuity, (b) the direct valuation of the tax shield from the free cash flow for a first-order autoregressive annuity, (c) the correct translation from the required return on unlevered equity to the levered equity, when the free cash flow is a stationary annuity and (d) direct calculation of the unlevered and levered firm values and the value of the tax shield for a stationary annuity.

Until now the complete set of formulas for the valuation of stochastic annuities by different DCF methods has not been established in the literature. These formulas are developed here. These formulas are important for practitioners and academics when it comes to the valuation of cash flows of finite lifetime.

While forms of non‐standard employment (which include part‐time work and temporary employment) have received active promotion in recent years, possible negative effects emerging from these forms of employment have not been high on the agenda. This paper, accordingly, aims to compare workers with non‐standard contracts and those with standard contracts in relation to transitions out of employment into unemployment, inactivity, household/care activities and education/training. Country differences in outcome are expected due to varying regulations of standard and non‐standard employment and different reasons for resorting to forms of non‐standard employment.

The comparison covers four countries, namely Denmark, Germany, the UK and Spain. The segmentation theory is tested by analysing mobility patterns on the basis of the European Community Household Panel data. Event history analysis methods are used. Maximum likelihood multinomial regression models are calculated on the event history data in order to assess competing exits (unemployment, inactivity, household/care and education) between non‐standard and standard workers.

The risk of temporary workers exiting employment is greatest by far in Spain, but also evident in the other countries: casual employment is even more volatile than fixed‐term employment. Concerning part‐time workers, downward transitions to inactivity and/or household/care are much more frequent than among full‐time workers, and this is true even in Spain and Denmark where part‐time employment is not traditionally used to combine work with family activities. The expectation that there would be no differences in exits to unemployment – insofar as employment protection legislation applies to both full‐time and regular part‐time workers – proves true only for Denmark and Germany.

In contrast to most papers on the segmentation potential of non‐standard employment this paper is comparative. Furthermore, it uses event history methods and places a special focus on potentially employability‐enhancing “sideways transitions” to education/training measures.

This paper aims to present a highly accessible and affordable tracking model for earthmoving operations in an attempt to overcome some of the limitations of current tracking models.

The proposed methodology involves four main processes: acquiring onsite terrestrial images, processing the images into 3D scaled cloud data, extracting volumetric measurements and crew productivity estimations from multiple point clouds using Delaunay triangulation and conducting earned value/schedule analysis and forecasting the remaining scope of work based on the estimated performance. For validation, the tracking model was compared with an observation-based tracking approach for a backfilling site. It was also used for tracking a coarse base aggregate inventory for a road construction project.

The presented model has proved to be a practical and accurate tracking approach that algorithmically estimates and forecasts all performance parameters from the captured data.

The proposed model is unique in extracting accurate volumetric measurements directly from multiple point clouds in a developed code using Delaunay triangulation instead of extracting them from textured models in modelling software which is neither automated nor time-effective. Furthermore, the presented model uses a self-calibration approach aiming to eliminate the pre-calibration procedure required before image capturing for each camera intended to be used. Thus, any worker onsite can directly capture the required images with an easily accessible camera (e.g. handheld camera or a smartphone) and can be sent to any processing device via e-mail, cloud-based storage or any communication application (e.g. WhatsApp).