Fiche du document
2021
- ISIDORE Id: 10670/1.6d2bde...
- hal: hal-03190590
- doi: 10.1080/00036846.2021.1886238
Ce document est lié à :
info:eu-repo/semantics/altIdentifier/doi/10.1080/00036846.2021.1886238
info:eu-repo/semantics/OpenAccess
Mots-clés
Turnover intention perceived external employability human resource practices age M - Business Administration and Business Economics • Marketing • Accounting • Personnel Economics/M.M5 - Personnel EconomicsCiter ce document
Ludivine Martin et al., « Human resource practices, perceived employability and turnover intention: does age matter? », HAL SHS (Sciences de l’Homme et de la Société), ID : 10.1080/00036846.2021.1886238
Métriques
Partage / Export
Résumé
This paper investigates the age specificities in the link between employee's perceived external employability and turnover intention and how the use of human resource practices moderates this relationship. Results show that the use of motivation-enhancing HR practices induces a larger retention effect for younger and middle-aged employees than for older ones, whereas the turnover intention effects of flexibility-enhancing HR practices are stronger for the middle-age and older groups than for the younger groups. Moreover, the use of HR practices that stimulate employees' motivation, such as training, participation, voice and teamwork, plays a stronger role in retaining highly employable younger employees, while the use of HR practices that offer flexibility, such as flexible working time, teleworking and work-life balance, enables retaining highly employable older employees.
