Perceived organizational support, career satisfaction, and the retention of older workers

Armstrong‐Stassen, Marjorie; Ursel, Nancy D.

doi:10.1348/096317908x288838

Cited by 341 publications

(288 citation statements)

References 38 publications

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“…The result regarding the effect of POS on CSAT lends support to other studies in the relevant literature (Karatepe, 2012;Armstrong-Stassen and Ursel, 2009;Erdogan et al, 2004). The availability of sufficient support provided by the organization suggests that the organization values employees' contributions and cares about their well-being.…”

Section: Resultssupporting

confidence: 87%

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

Kırkbeşoğlu

Özder

2015

jmr

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This study aims to examine the effects of organizational performance on the relationship between perceived organizational support (POS) and career satisfaction (CSAT) of employees. Our research question facilitates to understand how the interaction between POS and CSAT changes in the process of adaptation to environmental pressures. In order to find answers to our research question we carried out quantitative research and applied questionnaire as our method of data collection. Research sample is constituted with 10 insurance companies and 194 employees working in these companies. At the end of the study, our findings support that perceived organizational support effects career satisfaction more in high performance organizations, compared to low performance organizations.

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Section: Resultssupporting

confidence: 87%

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

Kırkbeşoğlu

Özder

2015

jmr

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“…Thus, the researchers considered work engagement as a relatively stable motivational and individual difference variable (Park & Gursoy, 2012). Older employees continue working if they are successfully convinced to remain with the organization (Armstrong-Stassen & Ursel, 2009). Meanwhile, early retirement is seen as the outcome of poor work engagement.…”

Section: Factors Determining Work Engagement Of Older Employeesmentioning

confidence: 99%

Work Engagement of Older Employees: do Employee and Work-Related Factors Matter?

Korsakienė

Raišienė

2017

Economics &Amp; Sociology

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ABSTRACT. Today's shortage of qualified workers due to population aging and emigration requires putting more emphasis on older employees and also developing specific measures so that to increase their work engagement. However, employers prefer to hire younger individuals who are assumed to be flexible, and more acquainted with new information technologies. Meanwhile, older employees are seen as less engaged in work, less familiar with lifelong learning and also coping with deteriorating health issues. This paper focuses on older employees working in science, education and public organizations of Lithuania. Being grounded on the prevailing theories in this regard, the paper aims to investigate employee-and work-related factors around this problem. The data obtained allows us confirm that work scheduling autonomy, decision-making autonomy, managerial orientation, career achievement, dedication to work, feedback from work influence work engagement of older employees. The study let us develop insights for managers and recommendations for future investigations in the same field. JEL Classification: M10, M12

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“…Indeed, research has shown that it has consequences on several beneficial organizational outcomes such as job performance, employee commitment, occupational retention as well as organizational retention (e.g., Igbaria, 1991;Pachulicz, Schmitt and Kuljanin, 2008;Yap et al, 2010). Interestingly, in the context of an aging workforce, subjective career success has also been shown to influence older workers' intention to remain with their organization (Armstrong-Stassen and Ursel, 2009). In addition, individuals themselves take advantage of a sense of career success, as it has been shown to have not only desirable consequences in terms of life satisfaction and well-being (Hall, 2002), but also to be related to goal achievement, such as hierarchical status (Abele and Spurk, 2009).…”

Section: Résumé De L'articlementioning

confidence: 99%

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Herrbach¹,

Mignonac²

2012

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Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success.Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it.Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.Le succès de carrière subjectif reflète l’évaluation globale par un individu de sa carrière en utilisant pour ce faire différents critères qu’il juge pertinents. Il a des conséquences bénéfiques sur plusieurs phénomènes individuels et organisationnels, tels que la performance, l’engagement au travail, le maintien dans la profession ou la fidélisation organisationnelle. Face au constat largement répandu que les femmes sont sujettes à de la discrimination au travail, la présente recherche a pour objectif d’étudier s’il existe une relation entre la discrimination sexuelle perçue et le succès de carrière subjectif. Elle s’attache également à vérifier si les priorités individuelles, telles qu’elles se manifestent dans la notion d’ancre de carrière, ont une influence sur la relation entre la discrimination et le succès de carrière perçus.En nous appuyant sur un échantillon de 300 femmes employées dans une grande entreprise française, nous montrons ainsi qu’il existe un lien négatif entre la discrimination sexuelle perçue et le succès de carrière subjectif. Toutefois la relation qui existe entre ces deu...

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Perceived organizational support, career satisfaction, and the retention of older workers

Cited by 341 publications

References 38 publications

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry

Work Engagement of Older Employees: do Employee and Work-Related Factors Matter?

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

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