ABSTRACT

Since job crafting behaviour is of profound importance for the retention of older workers, we examined how organizations can stimulate job crafting behaviour among older workers with opportunity-enhancing Human Resource (HR) practices. We introduced three job crafting behaviours: accommodative, utilization, and developmental job crafting. We hypothesized that opportunity-enhancing HR practices increase psychological empowerment among older workers and therefore their job crafting behaviour. We conducted a survey study with two waves among 125 Dutch older workers (65+) affiliated with a temporary employment agency aiming to employ older workers and found that changes in perceptions of opportunity-enhancing HR practices are positively related to changes in psychological empowerment and, in turn, to changes in utilization and developmental crafting behaviours. Unexpectedly, changes in psychological empowerment were not associated with changes in accommodative crafting and changes in opportunity-enhancing HR practices perceptions were not directly associated with changes in job crafting behaviour. With this study, we contribute to the literature on job crafting and human resource management by showing that opportunity-enhancing HR practices influence job crafting behaviour through psychological empowerment.

摘要

由于工作塑造行为对于留住年长员工至关重要，我们研究了组织如何通过增加机会的人力资源 (HR) 实践来刺激年长员工的工作塑造行为。我们介绍了三种工作塑造行为：适应、利用和发展性工作塑造。我们假设增加机会的人力资源实践增加了老年工人的心理授权，从而增加了他们的工作塑造行为。我们对隶属于旨在雇用老年工人的临时就业机构的 125 名荷兰老年工人（65 岁以上）进行了两次调查研究，发现对增强机会的人力资源实践的看法的变化与心理赋权的变化呈正相关，并且，反过来，改变利用和发展的手工行为。出乎意料的是，心理赋权的变化与适应性手艺的变化无关，而机会增强的人力资源实践观念的变化与工作手艺行为的变化没有直接关系。通过这项研究，我们通过展示机会增强人力资源实践通过心理授权影响工作塑造行为，为工作塑造和人力资源管理的文献做出了贡献。