Abstract
Abstract. Strategic human resource management (SHRM) research has provided evidence for a positive association between HR practices and organizational performance. However, theory-building has not considered developmental dynamics across the working life and its implications for the association between HR practices and organizational outcomes. We call for an extension of current SHRM approaches and suggest adopting a life-span psychology perspective on age-related changes of cognitive capabilities, personality, and affect. Integrating the constructs of job satisfaction, organizational commitment, and work motivation establishes a conceptual framework that helps to explain the association of HR practices with performance in an age-differentiated manner. Pertinent propositions address essential facets of the framework for the age-related alignment of HR practices. We discuss directions for further research.
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