140 likes | 169 Views
The impact of HRM policy and practices on the work motivation and labor market participation of older workers. In the old people’s home: - ‘Ah, a new resident!’ - ‘No, no, I’ve come to work here’. Dorien Kooij (VU) Paul Jansen (VU) Annet de Lange (RUG) Josje Dikkers (VU).
E N D
The impact of HRM policy and practices on the work motivation and labor market participation of older workers In the old people’s home: - ‘Ah, a new resident!’ - ‘No, no, I’ve come to work here’ Dorien Kooij (VU) Paul Jansen (VU) Annet de Lange (RUG) Josje Dikkers (VU)
Introduction: background and aim • Dutch population and potential workforce are aging • How to motivate these older workers? Two studies: 1. Literature review on age-related factors and motivation 2. Meta-analysis on the association between HRM practices, age and individual worker outcomes
Research design: conceptualizations (1) • HRM: employee experience of five HR-meta practices: - staffing - performance management - development - employee influence - work systems
Research design: conceptualizations (2) • HRM outcomes or work-related attitudes: - affective commitment - continuance commitment - satisfaction - perceived organizational support - intention to stay • Age: - calendar age - organizational tenure
Research framework Employee experience of HR practices H1 (+) Work-related attitudes H3 (?) H2 (?) Age Figure 1 ‘Research framework’
Method: Meta-analysis • Search resulted in 38 studies (samples) from 33 articles • Effect size = correlation corrected for statistical artefacts of measurement and sample error • Q-statistic tests for homogeniety
Results: Hypothesis 1Association between HR practices and work-related attitudes Employee experience of HR practices Work-related attitudes Age
Results: Hypothesis 2Association between age and HR practices Employee experience of HR practices Work-related attitudes Age
Results: Hypothesis 3 (1)Moderating effect of age Employee experience of HR practices Work-related attitudes Age
Main conclusions (1) 1. Positive association between employee experience of HR practices and work-related attitudes 2. Ambiguous association between age and employee experience of HRM 3. Age and tenure significantly influence the relation between employee experience of HR meta-practices and work-related attitudes
Main conclusions (2) Opposite moderating effects for age and tenure The patterns found apply to almost all HR practices
Discussion: Practical and theoretical implications Practical implications: • Focus on employee experience of HR practices Theoretical implications: • Incorporating employee experience of HR in research and theories is important • More research on HR, age and work-related attitudes is needed
Thank you for your attention! Questions or remarks?