Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.607472
Title: HR practices, commitment, job performance and early retirement among older employees with an on average low occupational status
Author: Hennekam, Sophie
ISNI:       0000 0004 5364 2621
Awarding Body: Open University
Current Institution: Open University
Date of Award: 2014
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Abstract:
This study examined the influence of the perception of the quality of HR practices on job performance, commitment and a preference for early retirement among older employees, with an average low occupational status in the creative industry in the Netherlands, This study has adopted a mixed-methods approach, using both surveys and semi-structured interviews. Using the principles underlying social exchange theory, it was expected that perceived quality of HR practices would have a positive relationship with job performance and affective organizational commitment and a negative relationship with a preference for early retirement. Perceived quality of certain HR practices seemed to have a positive relationship with job performance and affective organizational commitment. However, in contradiction with the social exchange theory, perceived quality of HR practices was found to be unrelated to a preference for early retirement. An explanation of this lmexpected finding arose from the qualitative study: older employees perceive the provision of HR practices for older employees as a stamp that they now belong to this devalued social group, which can be explained by the social identity theory. It was found that for older employees with an average low occupational status personal factors like finances and health strongly influenced the retirement decision. On the organizational level, flexibility, communication and a mentality change towards older employees seemed important in this decision. The qualitative study could explain the unexpected findings of the quantitative study, showing the contribution of a mixed-methods, approach. Theoretically, this raises the question whether social exchange theory applies to older employees with an average low occupational status and shows that the social identity theory better explains the relationship between perceived quality of HR practices and a preference for early retirement.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.607472  DOI: Not available
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