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Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces
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Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces (2023)Older Worker-Orientated Human Resource Pr…Human Resource Management and the ability, motivation and opportunity to continue working: A review of quantitative studies (2018)Human Resource Management and…Human resource management and employee well‐being: towards a new analytic framework (2017)Human resource management and…Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences (2017)Conservation of Resources in …Workplace health promotion for older workers: a systematic literature review (2016)Workplace health promotion fo…Engage Me: The Mature-Age Worker and Stereotype Threat (2016)Engage Me: The Mature-Age Wor…To leave or not to leave: retirement intentions and retirement behaviour (2014)To leave or not to leave: ret…Managing aging workers: a mixed methods study on bundles of HR practices for aging workers (2014)Managing aging workers: a mix…Age discrimination in the workplace: identifying as a late‐career worker and its relationship with engagement and intended retirement age (2014)Age discrimination in the wor…The Oxford Handbook of Work and Aging (2012)The Oxford Handbook of Work a…WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META‐ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY‐SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT (2011)WORKPLACE SOCIAL SUPPORT AND …A model of older workers' intentions to continue working (2011)A model of older workers' int…Work and Family Characteristics as Predictors of Early Retirement in Married Men and Women (2010)Work and Family Characteristi…The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis (2009)The influence of age on the a…Organisational practices and the post‐retirement employment experience of older workers (2007)Organisational practices and …Consequences associated with work-to-family conflict: A review and agenda for future research. (2000)Consequences associated with …Sources of Conflict between Work and Family Roles (1985)Sources of Conflict between W…Conservation of resources: A new attempt at conceptualizing stress. (1989)Principles and Practice of Structural Equation Modeling (1998)Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors. (2010)Principles and Practice of Structural Equation Modeling (2012)Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility (2012)A meta-analysis of work–family conflict and social support. (2017)Building Theories from Case Study Research (1989)Designing and Conducting Mixed Methods Research (2007)Theory Building From Cases: Opportunities And Challenges (2007)From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2014)The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age (2020)A Theory of Cognitive Dissonance (1957)How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? 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(1996)World population ageing, 1950-2050 (2002)How the impact of HR practices on employee well‐being and performance changes with age (2012)Organizational Performance Consequences of Age Diversity: Inspecting the Role of Diversity‐Friendly HR Policies and Top Managers’ Negative Age Stereotypes (2013)Mapping Human Resource Management: Reviewing the field and charting future directions (2016)Firm Resources and Sustained Competitive Advantage (1991)Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. (2000)Firm resources and sustained competitive advantage (2004)Leadership behavior and employee well-being: An integrated review and a future research agenda (2018)Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM (2019)Role Theory Perspectives: Past, Present, and Future Applications of Role Theories in Management Research (2022)Stress, appraisal, and coping (1985)Stress, social support, and the buffering hypothesis. (1985)Job demands-resources theory in times of crises: New propositions (2022)Job Demands–Resources Theory: Ten Years Later (2022)A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice (2023)Exchange and Power in Social Life. (1965)The job demands-resources model of burnout. (2001)High-performance work systems, innovation and knowledge sharing (2020)Successful aging at work: A process model to guide future research and practice (2020)Perceived Organizational Support and Career Satisfaction among Chinese Teachers: The Mediation Effects of Job Crafting and Work Engagement during COVID-19 (2022)Handbook of Industrial and Organizational Psychology. (1977)The Social Psychology of Organizations, (2nd Ed) (1979)The Social Psychology of Organizations. (1979)Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. (1992)Development and validation of work-family conflict and family-work conflict scales. (1996)Work/Family Border Theory: A New Theory of Work/Family Balance (2000)Successful Aging at Work (2014)Academic career development: A review and research agenda (2018)Work and family research in IO/OB: Content analysis and review of the literature (1980–2002) (2004)A meta-analytic review of work–family conflict and its antecedents (2005)The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. (2007)
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References

  • 1985Sources of Conflict between Work and Family Roles6,455 cited
  • 2017Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences5,752 cited
  • 2000Consequences associated with work-to-family conflict: A review and agenda for future research.2,766 cited
  • 2017Human resource management and employee well‐being: towards a new analytic framework1,361 cited
  • 2011WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META‐ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY‐SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT1,286 cited
  • 2009The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis479 cited
  • 2012The Oxford Handbook of Work and Aging326 cited
  • 2018Human Resource Management and the ability, motivation and opportunity to continue working: A review of quantitative studies218 cited
  • 2007Organisational practices and the post‐retirement employment experience of older workers204 cited
  • 2014Managing aging workers: a mixed methods study on bundles of HR practices for aging workers195 cited
  • 2016Engage Me: The Mature-Age Worker and Stereotype Threat155 cited
  • 2016Workplace health promotion for older workers: a systematic literature review142 cited
  • 2014Age discrimination in the workplace: identifying as a late‐career worker and its relationship with engagement and intended retirement age

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136 cited
  • 2010Work and Family Characteristics as Predictors of Early Retirement in Married Men and Women123 cited
  • 2014To leave or not to leave: retirement intentions and retirement behaviour110 cited
  • 2011A model of older workers' intentions to continue working107 cited
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