Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability
To meet the demographic changes, organizations are challenged to develop practices that retain older workers and encourage them to postpone retirement. The purpose of this paper is to examine the role of human resources (HR) practices in retirement preferences of older workers. Drawing on theories o...
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doaj-b249682336594fb9acdf900accb6cb942020-11-25T02:47:17ZengFrontiers Media S.A.Frontiers in Psychology1664-10782019-08-011010.3389/fpsyg.2019.01937442311Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work AbilityInês C. Sousa0Sara Ramos1Helena Carvalho2Business Research Unit, University Institute of Lisbon (ISCTE), Lisbon, PortugalDINÂMIA’CET-IUL, University Institute of Lisbon (ISCTE), Lisbon, PortugalCIES-IUL, University Institute of Lisbon (ISCTE), Lisbon, PortugalTo meet the demographic changes, organizations are challenged to develop practices that retain older workers and encourage them to postpone retirement. The purpose of this paper is to examine the role of human resources (HR) practices in retirement preferences of older workers. Drawing on theories on lifespan development and social exchange, we suggest that organizations can facilitate longer working lives by implementing bundles of HR practices that are sensitive to age-related changes in workers’ skills, preferences, and goals – i.e., age-diversity practices. We posit that age-diversity practices are positively related to work engagement that, in turn, relates to the preference for retiring later. We further suggest that work ability moderates the relationship between age-diversity practices and work engagement. Finally, we propose a moderated mediation model in which the mediated relationship is moderated by work ability. A sample of 232 older Portuguese workers completed a questionnaire. Hypotheses were tested by using structural equation modeling (SEM). Findings show that work engagement completely mediates the relationship between age-diversity practices and the preference for early or late retirement. Moreover, this mediating relationship is more important for those workers who experience low work ability. Results further demonstrate that the effect of age-diversity practices on the preference for retiring later via work engagement is stronger for lower levels of work ability. This study highlights the organizational role in promoting longer and healthier working lives through the implementation of age-supportive HR practices.https://www.frontiersin.org/article/10.3389/fpsyg.2019.01937/fullretirementolder workersage diversitywork engagementwork abilityretirement preferences |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Inês C. Sousa Sara Ramos Helena Carvalho |
spellingShingle |
Inês C. Sousa Sara Ramos Helena Carvalho Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability Frontiers in Psychology retirement older workers age diversity work engagement work ability retirement preferences |
author_facet |
Inês C. Sousa Sara Ramos Helena Carvalho |
author_sort |
Inês C. Sousa |
title |
Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability |
title_short |
Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability |
title_full |
Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability |
title_fullStr |
Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability |
title_full_unstemmed |
Age-Diversity Practices and Retirement Preferences Among Older Workers: A Moderated Mediation Model of Work Engagement and Work Ability |
title_sort |
age-diversity practices and retirement preferences among older workers: a moderated mediation model of work engagement and work ability |
publisher |
Frontiers Media S.A. |
series |
Frontiers in Psychology |
issn |
1664-1078 |
publishDate |
2019-08-01 |
description |
To meet the demographic changes, organizations are challenged to develop practices that retain older workers and encourage them to postpone retirement. The purpose of this paper is to examine the role of human resources (HR) practices in retirement preferences of older workers. Drawing on theories on lifespan development and social exchange, we suggest that organizations can facilitate longer working lives by implementing bundles of HR practices that are sensitive to age-related changes in workers’ skills, preferences, and goals – i.e., age-diversity practices. We posit that age-diversity practices are positively related to work engagement that, in turn, relates to the preference for retiring later. We further suggest that work ability moderates the relationship between age-diversity practices and work engagement. Finally, we propose a moderated mediation model in which the mediated relationship is moderated by work ability. A sample of 232 older Portuguese workers completed a questionnaire. Hypotheses were tested by using structural equation modeling (SEM). Findings show that work engagement completely mediates the relationship between age-diversity practices and the preference for early or late retirement. Moreover, this mediating relationship is more important for those workers who experience low work ability. Results further demonstrate that the effect of age-diversity practices on the preference for retiring later via work engagement is stronger for lower levels of work ability. This study highlights the organizational role in promoting longer and healthier working lives through the implementation of age-supportive HR practices. |
topic |
retirement older workers age diversity work engagement work ability retirement preferences |
url |
https://www.frontiersin.org/article/10.3389/fpsyg.2019.01937/full |
work_keys_str_mv |
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