Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces

Ben Farr-Wharton (), Tim Bentley, Leigh-ann Onnis, Carlo Caponecchia, Abilio De Almeida Neto, Sharron O’Neill and Catherine Andrew
Additional contact information
Ben Farr-Wharton: School of Business and Law, Edith Cowan University, Perth, WA 6027, Australia
Tim Bentley: Centre for Work + Wellbeing, Edith Cowan University, Perth, WA 6027, Australia
Leigh-ann Onnis: College of Business, Law & Governance, James Cook University, Cairns, QLD 4870, Australia
Carlo Caponecchia: School of Aviation, University of NSW, Sydney, NSW 2052, Australia
Abilio De Almeida Neto: Centre for Work Health and Safety, NSW Government, Sydney, NSW 2000, Australia
Sharron O’Neill: School of Business, University of NSW, Canberra, ACT 2612, Australia
Catherine Andrew: School of Health and Society, University of Wollongong, Wollongong, NSW 2500, Australia

IJERPH, 2023, vol. 20, issue 3, 1-13

Abstract: At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population.

Keywords: mature-age human resource practices; older workers; mental health; turnover intentions; age-discrimination; ageism; work-family conflict (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2023
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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