Age effects on the predictors of technical workers' commitment and willingness to turnover
By D. Finegold, S. Mohrman, Gretchen M. Spreitzer. 2002
250 citations recorded by the source corpus.
Subfields: Demography, General Health Professions, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/5bfe4c701795a95ac1e092b22eb8b31f94cf32ad
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In Demography
In General Health Professions
In Organizational Behavior and Human Resource Management
Citations in the corpus
- A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, methodology): “…on SES theory, the above empirical evidence, combined with many other studies that adopt the age-30-asturning-point criteria in career research (De Lange et al., 2010; Finegold et al., 2002; Levinson, 1986; Pogson et al., 2003), provide strong evidence supporting the age cutoff in this context.”
- The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects (2007, unknown): “, 2002 ; Mathieu and Zajac, 1990 ; Shore et al.”
- Work–life balance: One size fits all? An exploratory analysis of the differential effects of career stage (2012, background): “Therefore, as Finegold et al. (2002) argue, age is just one factor that may shape differences in what people want from work and how attached they are to their organisation.”
- Age, work experience, and the psychological contract (2009, background): “In addition, since older and more experienced employees are likely to believe that the outside market cannot offer them better deals, they might have greater incentives not to rock the boat in their current jobs (Finegold et al., 2002).”
- The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis (2010, unknown): “However, some earlier studies have found curvilinear effects of age on the associations between HR practices and commitment (Conway, 2004; Finegold et al., 2002).”
- Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, unknown): “…intentions have been shown to be one of the most powerful proximal predictors of turnover in firms (Griffeth, Hom, and Gaertner 2000) and have been commonly used as an outcome variable in research studies focused on voluntary employee turnover (Benson 2006; Finegold, Mohrman, and Spreitzer 2002).”
- Turnover of Information Technology Professionals: A Narrative Review, Meta-Analytic Structural Equation Modeling, and Model Development (2007, background): “, care for children or parents) increase with age, thus reducing ease of movement (Finegold et al. 2002).”
- Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects? (2004, methodology): “The approach used to test the hypotheses was similar to that used to investigate moderated relationships in other research (e.g., Finegold et al., 2002).”
- Factors affecting employee use of work-life balance initiatives (2007, unknown): “Younger employees have entered the workforce at a time when employability is valued more than job security and may place a greater value on non-work commitments or developing their careers through ongoing education (Finegold, Mohrman & Spreitzer, 2002).”