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

Ludivine Martin (1, 2) , Uyen T. Nguyen-Thi (1) , Caroline Danièle Mothe (3)

1 LISER - Luxembourg Institute of Socio-Economic Research
2 CREM - Centre de recherche en économie et management
3 IREGE - Institut de Recherche en Gestion et en Economie

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.

Mots clés: Turnover intention; perceived external employability; human resource practices; age

Domaines: Gestion et management

Ludivine Martin, Uyen T. Nguyen-Thi, Caroline Danièle Mothe. Human resource practices, perceived employability and turnover intention: does age matter?. Applied Economics, 2021, 53 (28), pp.3306-3320. ⟨10.1080/00036846.2021.1886238⟩. ⟨hal-03190590⟩