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Dorien Kooij (VU)Paul Jansen (VU)Annet de Lange (RUG)Josje Dikkers (VU)
The impact of HRM policy and practices on the work motivation and labor market participation of older workers
In the old people’s home: - ‘Ah, a new resident!’- ‘No, no, I’vecome to work here’
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Introduction: background and aim
• Dutch population and potential workforce are aging
• How to motivate these older workers?
Two studies: 1. Literature review on age-related factors
and motivation2. Meta-analysis on the association
between HRM practices, age and individual worker outcomes
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Research design: conceptualizations (1)
• HRM: employee experience of five HR-meta practices: - staffing- performance management- development- employee influence- work systems
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Research design: conceptualizations (2)
• HRM outcomes or work-related attitudes:- affective commitment- continuance commitment- satisfaction- perceived organizational support- intention to stay
• Age:- calendar age- organizational tenure
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Research framework
Age
H1 (+) H2 (?)
Figure 1 ‘Research framework’
Employee experience of HR practices
Work-related attitudes
H3 (?)
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Method: Meta-analysis
• Search resulted in 38 studies (samples) from 33 articles
• Effect size = correlation corrected for statistical artefacts of measurement and sample error
• Q-statistic tests for homogeniety
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Results: Hypothesis 1Association between HR practices and work-related attitudes
Relation k N Mean r
Confidence Interval
Q
All HR meta-practices – work related attitudes
32 18.965 .421 .357 .480 502.2559***
Employee experience of HR practices
Work-related attitudes
Age
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Results: Hypothesis 2Association between age and HR practices
Relation k N Mean r Confidence Interval
Q
Tenure – performance management
14 9.631 .080 .013
.146 89.6897***
Employee experience of HR practices
Work-related attitudes
Age
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Relation Qb and Qw
Age gr
k N Mean r
Confidence Interval
All HR meta-practices – work related attitudes
Qb 5.7930# Y 10 7.650 .398 .297 .490
Qw 25.8091 M 7 3.562 .521 .414 .614
O 10 5.303 .343 .234 .445
Results: Hypothesis 3 (1)Moderating effect of age
Employee experience of HR practices
Work-related attitudes
Age
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Relation Qb and Qw
Ten gr
k N Mean r
Confidence interval
Employee influence – work related attitudes
Qb 7.4640* S 5 2.814
.507 .369 .394
Qw 10.9913 M 6 4.273
.254 .103 .689
L 2 632 .510 .270 .666
Results: Hypothesis 3 (2)
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Main conclusions (1)
1. Positive association between employee experience of HR practices and work-related attitudes
2. Ambiguous association between age and employee experience of HRM
3. Age and tenure significantly influence the relation between employee experience of HR meta-practices and work-related attitudes
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Main conclusions (2)
Opposite moderating effects for age and tenure
The patterns found apply to almost all HR practices
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Discussion: Practical and theoretical implications
Practical implications:• Focus on employee experience of HR
practices
Theoretical implications:• Incorporating employee experience of HR
in research and theories is important• More research on HR, age and work-
related attitudes is needed
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Thank you for your attention!
Questions or remarks?