Employees and Supervisors’ Perceptions of Human Resource Practices in Different Types of Organizations Over a Lifespan

Abstract

Organizations and age management are key factors for achieving sustainable workplaces and careers. Thus, it is important to understand how different types of organizations deliver Human Resource (HR) practices to employees at different stages of life and how those employees perceive them. Therefore, the present study aims to analyze age differences in the implementation and perception of HR practices in three organizational types (social, public, and for-profit). Three age groups were considered (employees under 35, from 35 to 50, and over 50 years). HR practices were measured as reported by 159 managers (implemented practices) and by their 1524 employees (perceived practices). Separated ANOVAs were conducted to test hypotheses. Results show significant differences among age groups, showing support for three different models of age management in different organizational types.

The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period

“…Socioemotional selectivity theory (SST) is a lifespan theory of motivation which states that with the narrowing of the lifetime range of adults, their goals become guided by current interests [67]. Carstensen and Pasupathi [68] noted that young people are more in pursuit of personal development and progress.…”