Journal of Vocational Behavior ( IF 11.1 ) Pub Date : 2020-05-18 , DOI: 10.1016/j.jvb.2020.103444 Núria Tordera , José M. Peiró , Yarid Ayala , Esther Villajos , Donald Truxillo
Research has progressed in theoretically and conceptually defining career sustainability and its indicators. However, research is needed to understand the relationship between those indicators and the way individual and organizational factors contribute to it over time. We add to this literature by considering performance and wellbeing as indicators of sustainable careers. Specifically, we considered patterns in the relationship between performance and wellbeing, used as proxies for a sustainable career, and the effects of different human resource (HR) practices and age on career sustainability. Data came from two waves of 653 employees and their supervisors in 26 organizations in Spain. Multinomial regression showed no direct relationships between HR practices and a sustainable career pattern. However, we found interactions between age and six HR practices in their relationship with four wellbeing-performance patterns. Specifically, performance appraisal, recruitment and selection, security, and exit management were more beneficial to younger employees, whereas contingent pay and a competitive salary were more beneficial to older employees. This study highlights that HR practices and age together act as antecedents of employees' wellbeing and performance, that is, a sustainable career pattern. It enhances our understanding of the role of HR practices in career sustainability and demonstrates the value of a contingency approach to HRM.
中文翻译:
组织的人力资源实践对员工职业可持续性的滞后影响:年龄的调节作用
在理论和概念上定义职业可持续性及其指标方面的研究已经取得了进展。但是,需要进行研究以了解这些指标之间的关系以及随着时间的推移个人和组织因素对其做出贡献的方式。我们通过将绩效和福祉视为可持续职业的指标来补充这些文献。具体来说,我们考虑了绩效和幸福感之间的关系模式(用作可持续职业的代理),以及不同的人力资源(HR)实践和年龄对职业可持续性的影响。数据来自西班牙26个组织的653名员工及其主管的两波调查。多项式回归表明,人力资源实践与可持续职业模式之间没有直接关系。然而,我们发现年龄与六种人力资源实践之间的相互作用及其与四种幸福绩效模式的关系。具体而言,绩效评估,招聘和选拔,安全和离职管理对年轻员工更有利,而临时薪酬和有竞争力的薪水对年长员工更有利。这项研究强调,人力资源实践和年龄共同成为员工福祉和绩效的先决条件,即可持续的职业模式。它增进了我们对人力资源实践在职业可持续性中的作用的理解,并证明了应急管理对人力资源管理的价值。临时工资和有竞争力的薪水对年长的雇员更有利。这项研究强调,人力资源实践和年龄共同成为员工福祉和绩效的先决条件,即可持续的职业模式。它增进了我们对人力资源实践在职业可持续性中的作用的理解,并证明了应急管理对人力资源管理的价值。临时工资和有竞争力的薪水对年长的雇员更有利。这项研究强调,人力资源实践和年龄共同成为员工福祉和绩效的先决条件,即可持续的职业模式。它增进了我们对人力资源实践在职业可持续性中的作用的理解,并证明了应急管理对人力资源管理的价值。