Purpose – The purpose of this study is to identify the different research strands concerning studies related to human resource management (HRM) and ageing employees. More specifically, the paper analyses how age and gender are understood and conceptualized in these studies. Design/methodology/approach – An integrative literature review concerning ageing employees and HRM with special reference to gender is the approach taken in this paper. Findings – Recent studies relating to HRM and ageing employees were categorized and analysed. The paper concludes that there is a need for a more holistic understanding of the concept of age in studies related to ageing employees and HRM and also argues that the intersection of age and gender is under-researched in the field of HRM. Practical implications – Based on literature review the paper outlined directions for how gender-neutral age management studies may be extended. A pluralist understanding of age and gender would help to understand the different needs and expectations that ageing employees may have in terms of HR practices and policies. Institutional practices and legislation can promote equality, but organizational contexts, both internal and external, should be scanned in order to recognize possible ageist or age-blind practices. Ageing women in particular have the burden of being recognized in terms of chronological stereotyped changes that might damage their work and career. Originality/value – Research on ageing employees and HRM with special reference to gender is limited and therefore an integrative literature review is needed.

This study examines different dimensions of organizational trust as antecedents of employees' organizational commitment. Quantitative survey data from a large forest company (N = 411) and a large ICT company (N = 304) in Finland were collected. A structural equation modeling was used in order to test the hypotheses. The results from both samples demonstrated that impersonal trust dimensions were positively related to organizational commitment. Whereas, interpersonal trust dimensions did not have a significant impact on employees' organizational commitment. Perceived fairness and capability of the organization's policies and practices play an important role in terms of reinforcing employees' organizational commitment. Copyright © 2016 John Wiley & Sons, Ltd.

Purpose -Human resource management (HRM) scholars' interest in older employees' resilience has only recently started to emerge. Little is known about how resilience and perceived HRM are linked to different retirement intentions. Drawing on the conservation of resources (COR) and social exchange theories, this study investigates the links between perceived HRM practices, resilience, and retirement intentions. Additionally, the paper examines the possible mediating role of resilience in the relationship between perceived HRM practices and retirement intentions. Design/Methodology/Approach -In 2016, a cross-sectional study was conducted among older (50+) nursing professionals working in a Finnish university hospital. Statistical methods, including mean comparisons and linear and logistic regression analyses, were used to analyze the data. Findings -The results indicated that resilience partly mediated the relationship between perceived HRM practices and early retirement intentions, and fully mediated the association between perceived HRM practices and intentions to continue working after retirement age.Originality -This study produces new knowledge regarding the links between resilience, perceived high involvement work practices (HIWPs) and retirement intentions.

A circular economy (CE) is a promising solution to the looming sustainability crisis. Previous research has shown that a systemic transition from a linear economy to a CE requires stakeholder collaboration across all levels of society. Yet, little is known about stakeholder interests in a CE. The purpose of this study is to examine stakeholder interests regarding a sustainable CE in Finland. The data of 26 expert interviews is analyzed with qualitative content analysis. The study contributes to previous CE research by adding a stakeholder perspective in the examination of a sustainable CE. Stakeholder interests are explicated in terms of value-based motivations, expectations and stakes. We conclude that the consideration of stakeholder interests is relevant for understanding stakeholder collaboration in the CE context. The study shows that the economic, ecological and local social perspectives are emphasized in a sustainable CE. More attention to global social sustainability issues is needed. Research questions: The purpose of our study is to examine stakeholder interests with regard to the sustainable circular economy in Finland. Link to theory: The theoretical framework of the study builds on stakeholder theory, and uses the issue-focused stakeholder approach. We explore stakeholder interests as value-based motivations, expectations and stakes. Thereby, we advance the theoretical and empirical understanding of stakeholder interests and stakeholder collaboration in the context of CE. Phenomenon studied: Stakeholders have a prominent role in promoting the transition to the sustainable CE. This study focuses on a core issue in stakeholder theory: stakeholder interests. In doing so, the study creates knowledge on the nuanced interests and collaboration towards the sustainable CE. Case context: The context of our study is Finland, the northernmost member state of the European Union. Finland provides with an interesting research context as the target of the Finnish government is to make Finland a global leader in the circular economy by 2025. Findings: The findings indicate that the key stakeholders share a joint interest in promoting a sustainable CE. Stakeholders are active in shaping actions towards a sustainable CE, too. Stakeholders emphasize the economic and ecological interests, while social interests - especially wider global social sustainability perspective - remains less important especially among companies and partly industrial organizations. Discussions: Building on stakeholder theory, the study provides a nuanced understanding of how stakeholder interests can be defined and examined as value-based motivations, expectations and stakes. The study demonstrates that stakeholders simultaneously pursue their own CE interests as well as shared interests to promote the sustainable CE in Finland. Moreover, the study suggests that stakeholder interests can be used to create understanding of the dimensions of sustainable development that constitute the sustainable CE. More specifically, the study shows that economic, ecological and local social perspectives related to the sustainable CE are predominantly emphasized. Analyzing stakeholder interests is important since they create a foundation for stakeholder engagement, stakeholder relationships and value creation.

<strong>Orientation:</strong> Given the global shortage of registered nurses, it is important to investigate the intentions for job withdrawal of nurses, and resolve these, in order to retain nurses in the field.<p><strong>Research purpose:</strong> The objective was to examine the intentions for job withdrawal of ageing and younger nurses, and the antecedents of these intentions, with special reference to job control and perceived development opportunities. The age of 45 was adopted as a starting point when referring to ageing employees.</p><p><strong>Motivation for the study:</strong> Different forms of job withdrawal have rarely been studied together and associated.</p><p><strong>Research design, approach and method:</strong> A quantitative study was applied with logistic regression analyses. Respondents were registered nurses working in a university hospital in Finland. The response rate was 46.1% (<em>N</em> = 343).</p><p><strong>Main findings:</strong> A quarter (25%) of the nurses had frequently thought about leaving the profession and 19% of the nurses had thought about taking early retirement. Factors that increased the likelihood of intentions for occupational turnover were young age, low job satisfaction, low organisational commitment, low work ability and skills in balance with or above present work demands. The intention to take early retirement was increased with older age, being male, working shifts, low work ability, low job satisfaction and poor job control.</p><p><strong>Practical/managerial implications:</strong> A nurse’s job satisfaction and work ability should be regularly monitored and opportunities should be offered them, to apply their skills and to control their work, in order to retain them.</p><p><strong>Contribution/value–added:</strong> The article added information about the factors that contribute to a nurse’s intentions for job withdrawal.</p><p><strong>How to cite this article:</strong> Salminen, H.M. (2012). Turning the tide: Registered nurses’ job withdrawal intentions in a Finnish university hospital. <em>SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 10</em>(2), Art. #410, 11 pages. http://dx.doi.org/10.4102/sajhrm.v10i2.410</p>