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How to sustain a competent and committed aging workforce: The age-differential effects of development human resource practices
16 references·0 citing·50 second hopsampled
How to sustain a competent and committed aging workforce: The age-differential effects of development human resource practices (2025)How to sustain a competent and committed …Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate (2019)Modelling the Link Between De…How can employers benefit most from developmental job experiences? The needs–supplies fit perspective. (2019)How can employers benefit mos…Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being (2019)Development or maintenance? D…Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes (2018)Negative and positive synergi…Which HRM practices enhance employee outcomes at work across the life-span? (2017)Which HRM practices enhance e…Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage (2017)Perceptions of HR practices, …A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2017)A lifespan perspective for un…Lifespan Developmental Perspectives on Working: A Literature Review of Motivational Theories (2016)Lifespan Developmental Perspe…Differentiating HR systems' impact: moderating effects of age on the HR system–work outcome association (2016)Differentiating HR systems' i…Fired up or burned out? How developmental challenge differentially impacts leader behavior. (2014)Fired up or burned out? 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The Role of Psychological Contract and SOC Strategies (2013)How Do Developmental and Acco…Age as moderator in the relationship between HR development practices and employees’ positive attitudes (2013)Age as moderator in the relat…How the impact of HR practices on employee well‐being and performance changes with age (2012)How the impact of HR practice…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…A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance (2005)A Meta-Analytic Test of the C…Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)Methodological Wishes for the Next Decade and How to Make Wishes Come True (2013)Burnout and job performance: The moderating role of selection, optimization, and compensation strategies. 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References

  • 2005A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance2,436 cited
  • 2009The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis479 cited
  • 2013How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies342 cited
  • 2012How the impact of HR practices on employee well‐being and performance changes with age323 cited
  • 2013No Pain, No Gain: An Affect-Based Model of Developmental Job Experience and the Buffering Effects of Emotional Intelligence143 cited
  • 2017A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support142 cited
  • 2017Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage139 cited
  • 2016Lifespan Developmental Perspectives on Working: A Literature Review of Motivational Theories125 cited
  • 2014Fired up or burned out? How developmental challenge differentially impacts leader behavior.115 cited
  • 2017Which HRM practices enhance employee outcomes at work across the life-span?83 cited
  • 2018Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes62 cited
  • 2019Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being

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62 cited
  • 2013Age as moderator in the relationship between HR development practices and employees’ positive attitudes57 cited
  • 2016Differentiating HR systems' impact: moderating effects of age on the HR system–work outcome association56 cited
  • 2019How can employers benefit most from developmental job experiences? The needs–supplies fit perspective.51 cited
  • 2019Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate50 cited
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