The influence of human resource practices on perceived work ability and the preferred retirement age: A latent growth modelling approach

Pak, Karen; Kooij, Dorien; Lange, Annet de; Heuvel, S. van den; Veldhoven, M.J.P.M. van

doi:10.1111/1748-8583.12304

Cited by 27 publications

(24 citation statements)

References 51 publications

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“…Above all, future research should expand and advance our current knowledge on the topic by investigating the relationships between the contextual, organizational, and individual level of conversion factors [ 8 ] and SE. For instance, exploring whether implementing high-involvement Human Resource Management practices [ 41 ] and creating a supportive leadership culture [ 42 ] at the workplace can enhance a worker’s sustainable employability is the next course of action, which will be our upcoming research endeavor.…”

Section: Discussionmentioning

confidence: 99%

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

et al. 2022

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Background The capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance. Methods A representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson’s correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses. Results We found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51–0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest. Conclusions The findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker’s sustainable employability for future research and practical interventions.

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Section: Discussionmentioning

confidence: 99%

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

et al. 2022

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“…Finally, more fine-grained conceptualizations of such practices were proposed as well (e.g., a classification into accommodative, maintenance, utilization, and development HR bundles for older employees; Kooij et al, 2014). Only recently, Pak et al (2020) showed in a sample of more than 12,000 employees that developmental practices seem to have the most desirable effects on work ability and preferred retirement age while maintenance, accommodative, and utilization practices were negatively related with work ability. This more negative view of maintenance practices is also echoed by Veth et al (2019) who found that maintenance practices were negatively associated with outcomes such as work engagement, independently of employees' age.…”

Section: Maintenance Versus Development Hrm Practicesmentioning

confidence: 99%

“…Their work on scale development and the resulting LLWI together with the use of further established scales (e.g., for age-inclusive HR-practices; Boehm et al, 2014) might be of value here. Furthermore, as Pak et al (2020) note, clearly specified theoretical frameworks should be used and tested to explain the effects of age-related HRM at the various levels of analysis (e.g., the COR, JD-R, SOC, SST, or AMO-frameworks). Finally, strong empirical designs should be employed to investigate if age-related HRM really has a causal effect on the intended outcomes such as performance, health, and late retirement.…”

Section: Fu Ture Rese Arch Directionsmentioning

confidence: 99%

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

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Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on “Age-related Human Resource Management Policies and Practices” by conducting an interdisciplinary literature review. We offer an organizing framework that spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an aging and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

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“…As illustrated above, we argue that perceived HR practices can help individuals gain additional personal and job resources or reduce strain on personal and job resources and therefore help start a resource gain cycle. Previous research has shown that HR practices as offered by line managers and perceived by employees are beneficial for outcomes related to sustainable careers (Pak et al, 2019;Pak et al, 2020;Veth et al, 2016), and we argue that they might be especially relevant in combatting career shocks that threaten the ability, motivation and opportunity to continue working. However, we do not yet have a clear picture which practices are most beneficial for which indicator of sustainable careers and under which circumstances.…”

Section: Hr Practicesmentioning

confidence: 67%

Unravelling the process between career shock and career (un)sustainability: exploring the role of perceived human resource management

Pak

Kooij

Lange³

et al. 2020

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PurposeEmployees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.Design/methodology/approachThree in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.FindingsResults showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.Research limitations/implicationsA limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.Practical implicationsThis study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.Originality/valueThis study extends existing literature by including career shocks as possible predictors of sustainable careers.

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The influence of human resource practices on perceived work ability and the preferred retirement age: A latent growth modelling approach

Cited by 27 publications

References 51 publications

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Unravelling the process between career shock and career (un)sustainability: exploring the role of perceived human resource management

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