HR practices, commitment, job performance and early retirement among older employees with an on average low occupational status

Hennekam, Sophie (2014). HR practices, commitment, job performance and early retirement among older employees with an on average low occupational status. PhD thesis The Open University.

DOI: https://doi.org/10.21954/ou.ro.0000d5c5

Abstract

This study examined the influence of the perception of the quality of HR practices on job performance, commitment and a preference for early retirement among older employees, with an average low occupational status in the creative industry in the Netherlands, This study has adopted a mixed-methods approach, using both surveys and semi-structured interviews. Using the principles underlying social exchange theory, it was expected that perceived quality of HR practices would have a positive relationship with job performance and affective organizational commitment and a negative relationship with a preference for early retirement. Perceived quality of certain HR practices seemed to have a positive relationship with job performance and affective organizational commitment. However, in contradiction with the social exchange theory, perceived quality of HR practices was found to be unrelated to a preference for early retirement. An explanation of this lmexpected finding arose from the qualitative study: older employees perceive the provision of HR practices for older employees as a stamp that they now belong to this devalued social group, which can be explained by the social identity theory. It was found that for older employees with an average low occupational status personal factors like finances and health strongly influenced the retirement decision. On the organizational level, flexibility, communication and a mentality change towards older employees seemed important in this decision. The qualitative study could explain the unexpected findings of the quantitative study, showing the contribution of a mixed-methods, approach. Theoretically, this raises the question whether social exchange theory applies to older employees with an average low occupational status and shows that the social identity theory better explains the relationship between perceived quality of HR practices and a preference for early retirement.

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About

  • Item ORO ID
  • 54725
  • Item Type
  • PhD Thesis
  • Academic Unit or School
  • Faculty of Business and Law (FBL) > Business
  • Associated Research Centre
  • ESC Rennes School of Business
  • Copyright Holders
  • © 2014 The Author
  • Depositing User
  • ORO Import

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