Human resource practices, perceived employability and turnover intention: does age matter?

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Abstract

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.
Original languageEnglish
Pages (from-to)3306-3320
Number of pages16
JournalApplied Economics
Volume53
Issue number28
Early online date26 Feb 2021
DOIs
Publication statusPublished - 2021

Keywords

  • Turnover intention
  • perceived external employability
  • human resource practices
  • age

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