TY - JOUR
T1 - Retaining an ageing workforce
T2 - The effects of high-performance work systems and flexible work programmes
AU - Stirpe, Luigi
AU - Trullen, J.
AU - Bonache, Jaime
N1 - Funding Information:
The authors would like to thank the Journal's Associate Editor, Sebastian Reiche, and the anonymous reviewers for their valuable suggestions. An earlier version of this paper was presented at the European Academy of Management Annual Conference 2017, where it was awarded the prize for best paper by the Organizational Behaviour Strategic Interest Group. The paper has benefited from the comments received at that conference, particularly from those provided by Silvia Profili and Alessia Sammarra. The authors are grateful for the financial support provided by the Spanish Ministry of Economy, Industry and Competitiveness (ECO2015‐68343‐R) and acknowledge the Department for Business, Innovation and Skills, the Economic and Social Research Council, the UK Commission for Employment and Skills, the Advisory, Conciliation and Arbitration Service, and the National Institute of Economic and Social Research, as the originators of the 2011 Workplace Employment Relations Study data, and the UK Data Archive at the University of Essex as the distributor of the data. The National Centre for Social Research was commissioned to conduct the survey fieldwork on behalf of the sponsors. None of these organisations bears any responsibility for the authors' analysis and interpretation of the data.
Funding Information:
The authors would like to thank the Journal's Associate Editor, Sebastian Reiche, and the anonymous reviewers for their valuable suggestions. An earlier version of this paper was presented at the European Academy of Management Annual Conference 2017, where it was awarded the prize for best paper by the Organizational Behaviour Strategic Interest Group. The paper has benefited from the comments received at that conference, particularly from those provided by Silvia Profili and Alessia Sammarra. The authors are grateful for the financial support provided by the Spanish Ministry of Economy, Industry and Competitiveness (ECO2015-68343-R) and acknowledge the Department for Business, Innovation and Skills, the Economic and Social Research Council, the UK Commission for Employment and Skills, the Advisory, Conciliation and Arbitration Service, and the National Institute of Economic and Social Research, as the originators of the 2011 Workplace Employment Relations Study data, and the UK Data Archive at the University of Essex as the distributor of the data. The National Centre for Social Research was commissioned to conduct the survey fieldwork on behalf of the sponsors. None of these organisations bears any responsibility for the authors' analysis and interpretation of the data.
Publisher Copyright:
© 2018 John Wiley & Sons Ltd
PY - 2018/11
Y1 - 2018/11
N2 - Older workers make up a growing proportion of the workforce, and research on how best to manage them is being conducted accordingly. Here, we explored the employee retention payoff of high-performance work systems (HPWS) and flexible work programmes (FWPs) when used with an older workforce. Drawing from the job demands-resources model, we hypothesised that HPWS retention outcomes decrease as the workforce ages, whereas the retention capacity of FWPs increases. We also explored how the parallel provision of HPWS and FWPs affects workforce retention in more ageing workplaces. The results suggest that workforce age composition affects the HPWS-retention relationship. However, the value of FWPs as retention tools does not vary significantly with workforce ageing. Furthermore, the provision of FWPs alongside HPWS appears to be a less-than-optimal approach to this retention. These findings may contribute to a better understanding of the HRM-performance relationship, while inspiring further research into successful age-differentiated HR strategies.
AB - Older workers make up a growing proportion of the workforce, and research on how best to manage them is being conducted accordingly. Here, we explored the employee retention payoff of high-performance work systems (HPWS) and flexible work programmes (FWPs) when used with an older workforce. Drawing from the job demands-resources model, we hypothesised that HPWS retention outcomes decrease as the workforce ages, whereas the retention capacity of FWPs increases. We also explored how the parallel provision of HPWS and FWPs affects workforce retention in more ageing workplaces. The results suggest that workforce age composition affects the HPWS-retention relationship. However, the value of FWPs as retention tools does not vary significantly with workforce ageing. Furthermore, the provision of FWPs alongside HPWS appears to be a less-than-optimal approach to this retention. These findings may contribute to a better understanding of the HRM-performance relationship, while inspiring further research into successful age-differentiated HR strategies.
KW - flexible work programmes
KW - high-performance work systems
KW - job demands-resources model
KW - retention rate
KW - workforce ageing
UR - https://www.scopus.com/pages/publications/85052958634
U2 - 10.1111/1748-8583.12205
DO - 10.1111/1748-8583.12205
M3 - Article
AN - SCOPUS:85052958634
SN - 0954-5395
VL - 28
SP - 585
EP - 604
JO - Human Resource Management Journal
JF - Human Resource Management Journal
IS - 4
ER -