The Use of HR Policies and Job Satisfaction of Older Workers

Visser, Mark; Lössbroek, Jelle; Lippe, A.G. van der

doi:10.1093/workar/waaa023

Cited by 16 publications

(14 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Although managers believe that demotion could be a fair reaction in the case of older employees' missing motivation and related performance drops, they typically shy away from this practice due to potentially negative staff reactions (van Dalen & Henkens, 2018). They are probably right with this assumption as Visser et al (2021) demonstrated that demotion shows a negative relationship with older employees' job satisfaction while this is not the case for phasing-out arrangements. Finally, we want to turn to organizational policies fostering retention and worklife extension versus offering exit policies.…”

Section: Individual Dimensions Of Age-related Hrm Practicesmentioning

confidence: 99%

See 1 more Smart Citation

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

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

View full text Add to dashboard Cite

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.

show abstract

Section: Individual Dimensions Of Age-related Hrm Practicesmentioning

confidence: 99%

“…The second study at the meso-level of analysis is Visser et al (2021). These authors are also interested in the role of individual HR-practices for older workers, particularly phasing out (e.g., lighter workload or semi-retirement), demotion and training.…”

Section: Overview Of the Special Issuementioning

confidence: 99%

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

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

View full text Add to dashboard Cite

show abstract

“…Instead, it may be better if organizations continue to provide older workers with activating workdays (with high work pressure and autonomy), which will promote their work engagement and performance (Kooij et al 2020 ). Also, organizations could apply an HR policy that emphasizes older workers’ participation in training rather than their phasing out (e.g., lighter workload, semi-retirement), or demotion (movement to a less demanding position) as only training was found to promote job satisfaction (Visser et al 2021 ).…”

Section: Discussionmentioning

confidence: 99%

Work changes and employee age, maladaptive coping expectations, and well-being: a Swedish cohort study

Vianen

Laethem

Leineweber

et al. 2022

Int Arch Occup Environ Health

View full text Add to dashboard Cite

Purpose Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations. Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes. Results Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and experienced more sleep disturbances. After involuntary job changes, older employees had similar (lower) levels of well-being as younger ones, but they reported more sleep disturbances when having experienced reorganizations. Maladaptive coping expectations were related to lower job and life satisfaction and more sleep disturbances. Employees with maladaptive coping expectations reported more sleep disturbances after involuntary job changes and reorganizations. Conclusion Our results suggest that there are few age differences in well-being after work changes. Employee well-being seems to mostly depend on maladaptive coping expectations. Organizations aiming to prepare employees for job changes and reorganizations could focus their efforts on employees with maladaptive expectations rather than on older ones.

show abstract

“…This paper provides some of the first empirical analysis of job satisfaction among a sample of healthcare workers, with a specific focus on the interaction of age and certain key job-related attitudes. While other research has investigated the antecedents of work satisfaction across the wider workforce (Zhu et al, 2021) and of factors specific to older workers' satisfaction (Visser et al, 2020), we are not aware of previous work that specifically investigates the relative importance of job (in)security on work satisfaction and how these change with age.…”

Section: Older Healthcare Workers' Satisfaction 319mentioning

confidence: 96%

Older healthcare workers' satisfaction: managing the interaction of age, job security expectations and autonomy

Rice

Martin

Fieger

et al. 2021

View full text Add to dashboard Cite

PurposeDemographic changes involving a worldwide ageing population and later retirements produce a gradual ageing of the workforce and major concerns about how ageing may influence the workplace. This paper aims to provide evidence relating to older workers in healthcare settings in Australia.Design/methodology/approachUsing a secondary quantitative dataset, the authors sub-sampled a group of workers in the healthcare sector. We used linear regression arrangement with hypotheses focused on the assessment of the significance of interaction or moderation effects relating to job characteristics and age on employee satisfaction.FindingsThe authors note that older workers' job satisfaction is negatively influenced by poor perceptions of job security and autonomy in how their work is carried out. Ensuring that older workers stay in the healthcare workforce is imperative as the work force ages. This paper shows that managing their job security and offering them work autonomy enhance their job satisfaction.Research limitations/implicationsThe use of a secondary and cross-sectional dataset has some limitations relating to endogeneity, although these have been managed and assessed. The paper is based on a representative sample of Australian workers, and is thus generalisable within the Australian context, and will be informative elsewhere.Practical implicationsThe focus on elements of flexibility for older workers (enhanced autonomy) and clearer job security elements is of practical relevance in the management of older workers.Social implicationsAs the overall population ages, supporting older workers in their careers will be of increasing importance. In sectors with a disproportionate share of older workers, like health care, this imperative will come sooner, and the benefits of getting arrangements right be will higher.Originality/valueNo other paper has explored these specific relationships empirically that the authors are aware of. This work is original in terms of its assessment of questions of what second-order effects exist in predicting employee satisfaction among older workers.

show abstract

The Use of HR Policies and Job Satisfaction of Older Workers

Cited by 16 publications

References 62 publications

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

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

Work changes and employee age, maladaptive coping expectations, and well-being: a Swedish cohort study

Older healthcare workers' satisfaction: managing the interaction of age, job security expectations and autonomy

Contact Info

Product

Resources

About