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

By Marjorie Armstrong-Stassen, Nancy D. Ursel. 2009

434 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/683fdee3e399e29669c8fe50b1d45e5cf1014ce6

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In Demography

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, background): “Some scholars (notably, Armstrong-Stassen & Ursel, 2009; Farr & Ringseis, 2002; Maurer, 2001) reasoned that HRD practices are particularly important for continued learning and protecting older workers’ career potential (Brooke & Taylor, 2005).”
Influence of learning and working climate on the retention of talented employees (2011, methodology): “(2009) and was supplemented by items based on the studies of Arnold (2005), Hytter (2007), Kassim (2006), Lindsey and Kleiner (2005), Stone and Liyanearachchi (2006), Whitt (2006), Conner (2000), Dries and Pepermans (2008), Lombardo and Eichinger (2000), Pepermans et al.”
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2015, background): “Someprevious studies have failed to find significant effects of flexibilityHRMonoutcomes such as commitment (Herrbach et al., 2009) and organizational support (Armstrong-Stassen & Ursel, 2009).”
The effects of work social support and career adaptability on career satisfaction and turnover intentions (2016, background): “There are empirical studies that have examined the relationships between work social support, career satisfaction, service recovery performance, and/or perceived organizational support (Armstrong-Stassen & Ursel, 2009; Karatepe, 2012).”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “…satisfaction, defined as ‘workers’ cognitive and affective evaluations of their career-related achievements’ (McKenna et al., 2016: 82), has been gaining considerable attention among researchers and practitioners (e.g. Armstrong-Stassen and Ursel, 2009; Ng and Feldman, 2014; Spurk et al., 2015).”
Managing aging workers: a mixed methods study on bundles of HR practices for aging workers (2014, background): “Recently, studies have started to take an employee perspective by examining the effect of HR practices on older workers’ intentions to remain in the organization or by examining how the influence of HR practices on worker attitudes changes with age (e.g. Conway 2004; Armstrong-Stassen and Ursel 2009”
Goals and motivation related to work in later adulthood: An organizing framework (2013, background): “Zappala, Depolo, Fraccaroli, Guglielmi, and Sarchielli (2008), Armstrong-Stassen and Ursel (2009), and Bal and Visser (2011) found that perceived organizational support for older workers had a positive impact on delaying retirement intentions.”
Antecedents and Outcomes of Objective Versus Subjective Career Success: Competing Perspectives and Future Directions (2018, background): “First, as for stress and coping approaches (e.g., Armstrong-Stassen & Ursel, 2009), future research might look into which career success-related stressors or career shocks individuals have to cope with in order to be successful in today’s work environment (e.g., Seibert et al., 2013).”