Abstract The research concerning human resource management (HRM) and organizational commitment is extensive. However, few studies have examined whether the relationship between employee perceptions of an organization's HR practices and work-related attitudes such as organizational commitment is moderated by age or career stage. This study examines the influence of perceived development opportunities and supervisory support on affective organizational commitment and whether this relationship is moderated by age or career stage. We collected the survey data from nurses in a Finnish university hospital (N = 937). The response rate was 54.4%. Our results show that the oldest nurses and those who had the longest organizational tenure were most affectively committed to the organization and had the highest rate of intention to remain at their current workplace. Affective organizational commitment was predicted by organizational tenure, skills that are appropriate for present work demands, supervisory support for development, and opportunities to use one's competencies. We detected no significant age-related interaction effects.

中文翻译：

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感知的发展机会在老年和年轻护士情感组织承诺中的作用

摘要关于人力资源管理（HRM）和组织承诺的研究非常广泛。但是，很少有研究检查员工对组织的人力资源实践的看法与与工作相关的态度（例如组织承诺）之间的关系是否受年龄或职业阶段的影响。这项研究检查了感知的发展机会和监督支持对情感组织承诺的影响，以及这种关系是否受年龄或职业阶段的影响。我们从芬兰一家大学医院（N = 937）的护士那里收集了调查数据。回应率为54.4％。我们的结果表明，年龄最大的护士和组织任期最长的护士对组织的情感投入最高，并且留在当前工作场所的意愿最高。组织的任职期，适合当前工作需求的技能，对发展的监督支持以及使用个人能力的机会可以预测对组织的情感投入。我们未发现与年龄相关的显着相互作用。