The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis
Article first published online: 16 NOV 2010
Copyright © 2009 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 31, Issue 8, pages 1111–1136, November 2010
How to Cite
Kooij, D. T. A. M., Jansen, P. G. W., Dikkers, J. S. E. and De Lange, A. H. (2010), The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis. J. Organiz. Behav., 31: 1111–1136. doi: 10.1002/job.666
- Issue published online: 16 NOV 2010
- Article first published online: 16 NOV 2010
- Manuscript Accepted: 1 SEP 2009
- Manuscript Revised: 28 AUG 2009
- Manuscript Received: 22 MAY 2008
Research on the association between high commitment Human Resource (HR) practices and work-related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta-analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and Compensation (SOC) theory and on Regulatory Focus theory, we identify a bundle of maintenance HR practices and a bundle of development HR practices, and hypothesize that the association between maintenance HR practices and work-related attitudes strengthens with age, and that the association between development HR practices and work-related attitudes weakens with age. Our meta-analysis of 83 studies reveals that, in line with social exchange and signaling theories, employees' perceptions of HR practices are positively related to their work-related attitudes, and that calendar age influences this relationship largely as expected. These results are discussed in light of the above mentioned theories. Copyright © 2009 John Wiley & Sons, Ltd.