1 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.

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Presentation transcript:

1 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’ve come to work here’

2 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 motivation 2.Meta-analysis on the association between HRM practices, age and individual worker outcomes

3 Research design: conceptualizations (1) HRM: employee experience of five HR-meta practices: - staffing - performance management - development - employee influence - work systems

4 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

5 Research framework Age H1 (+) H2 (?) Figure 1 ‘Research framework’ Employee experience of HR practices Work-related attitudes H3 (?)

6 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

7 Results: Hypothesis 1 Association between HR practices and work-related attitudes RelationkNMean r Confidence Interval Q All HR meta-practices – work related attitudes *** Employee experience of HR practices Work-related attitudes Age

8 Results: Hypothesis 2 Association between age and HR practices RelationkNMean rConfidence Interval Q Tenure – performance management *** Employee experience of HR practices Work-related attitudes Age

9 RelationQb and QwAge gr kNMean r Confidence Interval All HR meta- practices – work related attitudes Qb # Y Qw M O Results: Hypothesis 3 (1) Moderating effect of age Employee experience of HR practices Work-related attitudes Age

10 RelationQb and QwTen gr kNMean r Confidence interval Employee influence – work related attitudes Qb * S Qw M L Results: Hypothesis 3 (2)

11 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

12 Main conclusions (2) Opposite moderating effects for age and tenure The patterns found apply to almost all HR practices

13 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

14 Thank you for your attention! Questions or remarks?

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