Transitioning ageing workers from paid to unpaid work in non-profits

Abstract

Resource constraints and retention issues associated with an ageing workforce have challenged non-profit institutions. Human resource management professionals in these organisations can stem the loss of organisational learning by developing strong social exchanges that encourage employees to pursue post-retirement volunteering. This paper developed a conceptual model that described how ageing workers may evaluate and connect the quality of the relationships they build at work through social exchanges to their fit with the organisation, workgroup and vocation. Alignment of fit may create an intention to volunteer upon retirement, although we argue that this will be strengthened if the organisation is perceived to value volunteering activities. This value is also shaped through social exchange and might include attitudes toward the extra-role activities of both employees and volunteers in the current organisation.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 19 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.