The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis

Kooij, Dorien; Jansen, Paul; Dikkers, Josje; Lange, A.H. de

doi:10.1002/job.666

Cited by 355 publications

(373 citation statements)

References 137 publications

(111 reference statements)

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“…This result is in line with a recent meta-analysis 16 Running Head: Economic Stress that has shown a strong association between job security and job satisfaction (p = .37: Kooij, Jansen, Dikkers, & de Lange, 2010). Job satisfaction is an attitude or emotional response to one's job and its environment.…”

Section: Discussionsupporting

confidence: 89%

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Giorgi

Shoss

Pérez

2015

International Journal of Stress Management

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The macro-economic context and crisis management are now becoming salient issues among employees. Low levels of fear about the economic situation and the belief that one is capable of obtaining new employment may enable individuals to maintain mental health and job satisfaction in austere times. The aim of the present study is to investigate the relationship of fear of the economic crisis and non-employability with job satisfaction and psychological distress, while controlling for demographics factors, stress exposures, and high conflict perceptions. This cross-sectional study was conducted in three Italian organizations comprising 679 workers with a response rate over 60%. Hierarchical regression analysis showed that, after controlling for demographics, psychological demands, lack of job control, and workplace bullying, low perceived employability and fear of the economic crisis were positively associated with psychological distress and negatively associated with job satisfaction. As an emerging topic of study, it appears that economic stress is an important construct in the nomological network for studying organizational health. The present study complements existing stress theories by suggesting that features of the external environment are relevant and important determinants of psychological distress and job dissatisfaction.

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Section: Discussionsupporting

confidence: 89%

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Giorgi

Shoss

Pérez

2015

International Journal of Stress Management

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“…Distinguishing affective commitment from job satisfaction, Kooij, Jansen, Dikkers and Lange (2009) affirm that while the former refers to positive feelings toward the organization, in general, the latter refers to positive feelings more specifically related to the job or position.…”

Section: Job Satisfactionmentioning

confidence: 87%

Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

Leite¹,

Rodrigues²,

Albuquerque³

2014

BAR, Braz. Adm. Rev.

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This study compared two different structural models regarding the direct or mediation role satisfaction has in the prediction of commitment bond, in the context of a public and traditional Brazilian organization, the Military Police. A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10,052 surveyed workers. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. Content analysis and structural equation modeling (SEM) were used in the analysis process. Evidence was found that satisfaction with relationships is an antecedent of commitment, which mediates its relationships with other variables, such as work and personal characteristics. Understanding the organization's characteristics and the use of a substantial sample of its employees simultaneously allowed for testing complex structural models and investigating a labor segment that has been neglected by commitment research.

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“…While there is some intuitive sense in adopting generic approaches, not least they are less likely to fall foul of the UK regulations which prohibit discrimination on grounds of age (CIPD, 2011), a growing body of work argues that as employees' needs (Kooij et al, 2010; and motives (Kooij et al, 2008;2013; change with age so do the utility of specific HR practices. Much of this work draws on meta-analysis to show that with age, intrinsic aspects of work become more important as a motivator (also supported by Inceoglu et al, 2011), and relationships between HR practices and job satisfaction, commitment and job-related well-being change as a consequence.…”

Section: Discussion and Hr/management Implicationsmentioning

confidence: 99%

Managing employees beyond age 65: from the margins to the mainstream?

Lain

Loretto

2016

Employee Relations

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Purpose: Against a backdrop of legislative and policy changes, this article assesses the extent to which the over-65 age-group is moving from the margins to the mainstream of UK employment. It aims to fill a gap in HR research and practice which, it is argued, has paid relatively little attention to the over-65s. Design:The analysis draws on three waves of the Labour Force Survey (2001, 2008 and 2014), to explore the extent to which organisational, occupational and sectoral marginalisation of the over65s has changed in the 21st Century. Overrepresentations of lower-level 'Lopaq' occupations reduced, and over-65s became more integrated across occupations and sectors. Research implications:More research is needed to understand the factors driving the steady move from the margins to the mainstream (for example, 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 article 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.

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The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis

Cited by 355 publications

References 137 publications

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

Managing employees beyond age 65: from the margins to the mainstream?

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