The multi-generational workforce: Workplace flexibility and engagement

By Marcie Pitt-Catsouphes, C. Matz-Costa. 2008

194 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1df9201e6797b325a8df9483524fafeec5a89f08

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In Demography

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Perceived organizational membership and the retention of older workers (2011, unknown): “Pitt-Catsouphes and Matz-Costa (2008) argued that, ‘‘The engagement of older workers deserves particular attention, in part, because it has long been assumed that it was normative for workers to become disengaged from their work as they get older’’ (p. 216).”
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2015, background): “Both literatures on younger workers (e.g., Hess & Jepsen, 2009; Lub, Bijvank, Bal, Blomme, & Schalk, 2012) and older workers (Bal et al., 2012; Pitt-Catsouphes & Matz-Costa, 2008) have stressed the importance of flexibility in how employees conduct their work and how work is combined with other…”
Predicting employee engagement in an age‐diverse retail workforce (2011, background): “Too little attention, however, has been paid to which job conditions are most important for engaging older workers of today (for an exception, see Pitt-Catsouphes & Matz-Costa, 2008; 2009).”
Examining the tensions in workplace flexibility and exploring options for new directions (2014, background): “Examining the organization’s efforts to promote workplace flexibility is important because these arrangements often increase an employee’s commitment to an organization, his or her morale and the company’s overall attractiveness (Grover and Crooker, 1995; Pitt-Catsouphes and Matz-Costa, 2008; Schola”
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout (2008, unknown): “These variables were selected because they have been shown to be related to employees’ access to flexible work options (Pitt-Catsouphes & Matz-Costa, 2008).”
Defining and conceptualizing workplace flexibility (2008, background): “This understanding can help explain differences in the relationship of workplace flexibility to various outcomes by age (Pitt-Catsouphes & Matz-Costa, 2008) and life stage (Hill et al., 2008).”