Age Employment Research Articles

The influence of training, membership and employee age on turnover intention in co-operative financial institutions

Abstract Purpose Training is an important element of human resource management (HRM) at co-operative financial institutions (CFIs), affecting their performance and their implementation of co-operative principles. Nevertheless, this topic has been fairly unexplored in the literature. In particular, we do not know how training affects turnover intention and how this influence is moderated by employee characteristics like membership (i.e., holding employer shares) and age. Thus, the aim of this article is to examine the impact of training on turnover intention, taking into account employee membership and age. Design/methodology/approach The research hypotheses were formulated using the framework of social exchange (SET) theory and were verified using a sample of more than 1,500 employees sourced from 42 Polish co-operative banks in 2017. The analysis involved two-level linear regression models with two- and three-way moderation. Findings The results indicate that training decreases turnover intention in CFIs. Moreover, this effect appears to be stronger for employee-members than for non-members. Furthermore, moderation through membership only applies to older employees, whereas, among younger employees, there is no difference between members and non-members. Originality/value By investigating the effects of training within CFIs specifically, this article responds to calls to take context into greater account in HRM studies, and also helps find moderators to explain the ambiguity of existing studies about the impact of training on turnover. Moreover, the article makes an important contribution to the co-operative literature by analysing the role of membership in shaping employee turnover intention.

SME’s export intensity: enhancers, inhibitors and firm characteristics

This study aims to investigate the factors explaining the variation in SMEs’ degree of internationalization, measured by export intensity (i.e. the share of export revenue in total revenue). Primary data were collected through survey administered using questionnaire in seven provinces in Indonesia, yielding 497 usable responses. Principal component analysis was used to solve dimensionality issues of perceptual variables while Generalized Linear Model (fractional logit regression) and the Ordinary Least Square regression were used in the estimation. The findings show that SMEs’ export expansion is positively affected by firm characteristics namely firm age and total employees, as well as some exhibiting factors namely owners’ international work experience, central government assistance, network relationships with non-government actors, location, export market of choices and years of exporting. By contrast, SMEs’ export continuation is adversely affected by perceived difficulties in overcoming informational and human resources barriers, distribution, logistics and promotional barriers, financial barriers, foreign government barriers, procedural barriers and price barriers. The findings suggest that post-export assistance is as important as creating new exporters. Further, the findings provide insights on specific types of assistances required by exporting SMEs to exploit their export-exhibiting factors while also overcoming the export-inhibiting factors.

Employee productivity spillovers generated by incentive schemes

Orientation: The introduction of various incentive schemes in the South African workplace creates incentive-induced employee productivity spillovers but could differ between industries and geographic areas.Research purpose: The aim of the study was to determine the industry and geographic nature of incentive-induced employee productivity spillovers to inform managerial decision-making on intrinsic and extrinsic motivators.Motivation for the study: The introduction of incentive schemes is an important motivator of employee productivity in the workplace. For this study, it was deemed important to indicate whether incentive-induced employee productivity spillovers differ between industries and geographic areas by taking into consideration firm-size, firm-profitability, different incentive schemes, trade union presence, employee age and skill levels.Research approach/design and method: Fixed-effect panel data estimations were computed to predict incentive-induced employee productivity spillover effects based on secondary firm-based data sets.Main findings: Incentive scheme-induced employee productivity spillover effects were generally similar for all the different industry and geographic areas. The spillovers increased with greater firm-sizes, higher profitability levels, introduction of greater levels of monetary-based incentive schemes (especially for unionised employee segments), and allocation of incentive schemes to the middle- age employee grouping (35 years–55 years) as well as higher skilled employees.Practical/managerial implications: The effective introduction of incentive schemes in the workplace is an important mechanism for creating positive employee productivity spillover effects and it is generally common for all firms irrespective of the industry or geographic area.Contribution/value-add: Improved understanding of incentive-induced employee productivity spillovers in the South African workplace will enable the effective alignment of incentive schemes with firm profitability.

Construction and validation of educational technology in the format of a booklet on oral health and oral hygiene in the elderly

This study aimed to build and validate an educational technology in the format of a booklet on oral health and oral hygiene guidelines for elderly people. This is a methodological research, carried out with 130 elderly employees from a public institution. The study was developed in five phases: literature review, situational diagnosis, booklet construction, appearance and content validation and usability evaluation. It was found that the majority of interviewees had satisfactory socioeconomic conditions; however, general health conditions indicate that 81.5% have a chronic non-communicable disease and 32.3% of elderly employees reported having changes in the oral cavity. Despite the data indicating that most elderly employees are able to understand their oral health needs and 100% clean their mouths daily. The results highlight that 25.38% of elderly employees do not usually go to the dentist and that of this group, 60.6% did not receive instructions from a dentist on how to clean their mouths. The analysis of the research data was relevant in the textual construction of the booklet that is focused on the prevention and promotion of oral health, which can provide changes in the habits, autonomy and empowerment of the elderly population.

Help-seeking intentions of UK construction workers: a cross-sectional study.

In response to the high rates of poor mental health in the construction industry, numerous workplace interventions have been designed to address the known and suspected risk factors to employee mental health and well-being. A key challenge of these strategies is low engagement in support services. The goals of this research were to investigate the help-seeking intentions of employees in the construction industry, explore levels of mental well-being in this population and provide insight into employee engagement with mental health support strategies. Employees from two UK construction companies completed an online cross-sectional questionnaire (n = 119), designed to measure help-seeking intentions, levels of mental well-being and worker attitudes towards workplace mental health support strategies. One-third of the sample reported experiencing an episode of mental health difficulties in the past 6 months. Employees reported a greater preference for seeking support from informal versus formal help sources. Participants were most likely to seek help from a partner and least likely to seek help from a Mental Health First Aider/ Champion. The study also showed some association between help-seeking intention and age of employees. Given the poor levels of mental well-being in this population, it is essential that adequate workplace support is provided. Whilst formal help sources are important for this population, our study highlights the potential benefits of informal help sources to support employees. Future interventions may therefore wish to consider developing tailored, informal workplace support networks and programmes.

Effect of empowerment: how and when do high-involvement work practices influence elder employees' innovative performance?

In today's fast-paced business environment, innovation from elder employees is increasingly vital to organizations. High-involvement work practices that emphasize engagement and empowerment have a significant impact on the innovation performance of these employees, harnessing their wealth of experience and fostering organizational growth. However, most of the current research on innovation performance focuses on the single factor of the individual or the organization, and most of them focus on the linear relationship; research on the factor of human resource practices, in particular high-involvement work practices, is inadequate. Based on social exchange theory, this paper uses structural equation modeling (SEM) to examine the impact of high-involvement work practices on elder workers' innovation performance using 278 valid samples from three time points, and the non-linear effects of exploratory and exploitative innovation on elder workers' innovation performance. (1) There is no significant relationship between high-involvement work practices and elder employees' innovation performance. (2) Exploratory innovation has a significant U-shaped relationship with innovation performance, i.e., as the level of exploratory innovation increases, the innovation performance of elder employees first decreases and then increases. There is a significant inverted U-shaped relationship between exploitative innovation and innovation performance, i.e., as the level of exploitative innovation increases, innovation performance first increases and then decreases. High-involvement work practices have a U-shaped effect on elder employees' innovation performance through exploitative innovation. (3) Transformational leadership moderates the direct effects of high-involvement on exploratory innovation and elder employees' innovation performance, and transformational leadership moderates the U-shaped effect of high-involvement work practices on elder employees' innovation performance through exploratory innovation. The conclusion is helpful for organizations to enhance elder employees' innovation performance by enriching high-involvement work practices.

Produktivitas kinerja Pegawai Negeri Sipil di Kota Bitung

This research was conducted at the Girian District Office, Bitung City with the aim of analyzing the productivity of civil servant performance from the aspects of Attitude, Ability and Work Spirit as well as analyzing what obstacles are faced in preparing or creating employee performance targets. The method used is a qualitative research method. The results of this study show that 1) in terms of attitude, the performance of district staff is good and they are able to communicate well with the community; 2) In terms of efficiency, the performance of district staff remains low; 3) The performance of district employees remains the worst in terms of work ethics. The factors hindering the performance of the staff of Gillian District Office in Bitung City are: 1) lack of motivation to work, which may affect community participation in community activities; 2) County employees do not receive training or development so that they do not know what type of work they will be required to do when appointed as county employees; 3) The average age of district employees is 50 years old; 4) Existing regulations change very quickly; 5) Technical bodies still provide minimal information on the latest regulations.

Comparison of Labour Absorption Based on Employment Status in the Regencies/Cities of South Sumatra Province

The labour force is one of the factors of economic growth. At the same time, the discrepancy between the labour supply and the demand for it creates unemployment in the country. This study aims to analyze the difference in labour absorption in the labour status group of agricultural free workers and non-agricultural free workers using the variables that are more dominant in influencing labour absorption in the regencies/cities of South Sumatra Province. The sample was selected based on a multi-stage sample design with a probability method based on the cluster sampling method so that 172 people were obtained consisting of 62 free workers in agriculture and 110 free workers in non-agriculture in the regencies/cities of South Sumatra Province. The analysis technique uses the Chi-Square test and Multiple Regression Analysis based on the F-test and t-test. The independent variables in this study are working hours, marital status, gender, education level and employee's age. The results of the analysis show that there is a difference between the absorption of agricultural and non-agricultural free labour. Simultaneously, the variables of working hours, marital status, gender, education level and age affect the absorption of free agricultural and non-agricultural labour. Partially, only the education level variable has no significant effect on the absorption of free agricultural labour. This is because labour in agriculture is less qualified, and workers without a high level of education can be engaged for their performance. In general, in Indonesia the absorption of agricultural free labour is higher than the absorption of non-agricultural free labour. The most dominant variable affecting the absorption of agricultural free labour is gender, while for non-agricultural free labour is marital status.

Human Resources Planning in the Organization Goal Achievement at Achievers University Owo

Human resource planning is unique and greatest imperative human resource practice in an organization. Organizations depend on abundant of human resource planning to control their current position and future needs of manpower. The purpose of this research was to examine the human resources planning in Achieving Organizational Goals at Achievers University Owo by reviewing different literature on human resource planning. This research reviews the literature relating to human resource planning and it focuses on the objectives of human resource planning with focus on key structure that bring human resource planning and reputation of human resource planning to the organization, therefore, the research hired Logit Regression Technique with long likelihood (dichotomous variable) that age and educational level of employees determine organisation goals to be achieved. Ninety (90) questionnaires were served on Achievers University Staff to get data for the work (making the sample size). The findings depicts that impact of age and educational level of employee felt in line descriptive knowledge of human resources managers and key strategies decision making can predict how organisational goals wave with level of education put in place by employees that had been hired/employed/recruited into that organisation also, study has showed that Achievers University Owo, Ondo state, can harness more from the little human resources at her disposer by exposing deeper knowledge about the institution goals to employees and keying them along the system which will bring proper planning and long run achievement to the school and products coming out of it.

The Relationship between Employee Gender, Age, and Veterans Status and Job Satisfaction

The Relationship between Employee Gender, Age, and Veterans Status and Job Satisfaction

Work-related musculoskeletal disorders among traditional pottery makers at selected places in Bengaluru – A cross-sectional study

Abstract: CONTEXT: Pottery is defined as clay that has been fashioned into the desired shape and then dried to reduce its water content before being fried or baked to fix its form. The artisans living in traditional societies are normally influenced by their environment as well as by their myths, legends, rituals, ceremonies, festivals, social organization, and cultural norms which are reflected in their creations. The poor environmental conditions and the lack of protective equipment in these pottery workshops are key contributing factors to the development of these occupational diseases. Most pottery industries are small- to medium-scale industries and have longer and irregular working hours, a higher percentage of elderly employees, limited opportunities for health education or health inspection, and insufficient health promotion facilities compared with large companies. These factors are considered to play an important part in the development of occupational diseases and some nonspecific diseases such as psychosomatic, cardiovascular, and locomotor diseases among pottery workers. Traditional pottery making has its unique method of potter-work where it demands prolonged squatting without back support for hours which can develop musculoskeletal disorders (MSDs). AIMS: The study aimed to estimate the prevalence of work-related musculoskeletal disorders (WRMD) among traditional pottery makers at selected places in Bengaluru. SETTINGS AND DESIGN: A cross-sectional study was conducted in two rural communities of Bengaluru. One hundred and ten traditional pottery makers were randomly selected. MATERIALS AND METHODS: Subjects were screened for work-related musculoskeletal disorders (WRMD) using the Nordic Musculoskeletal Questionnaire, following which the pottery makers who reported low back pain (LBP) were screened for the severity of disability using the Modified Oswestry LBP Disability Questionnaire (M-OSW). The results obtained were statistically analyzed using SPSS 25.0. RESULTS: The result showed the highest prevalence of MSDs in the lower back, the findings of this study confirmed the work-related stress on traditional pottery makers. In the present study, the highest prevalence of musculoskeletal disorder was found in the lower back, of which had trouble in the last 12 months, 56.36% were having trouble during the last 7 days, and 19.09% were prevented from doing normal activities during the last 12 months. The prevalence of MSDs during the last 12 months revealed that the maximum of them, i.e., 24.54%, were having pain in the lower back. The present study also found MSDs prevalent in the hip joint and knee joint due to the occupational need to complete the work on prolonged squatting. CONCLUSIONS: This study concluded that prolonged work exposure and awkward work postural demand increase the incidence of MSD among traditional pottery makers in Bengaluru.

The Effect of Training on an Ageing Workforce’s Attitude to Digital Transformation of a Communications Company

The rapid pace of technological change has significant implications for the modern workforce, particularly for organizations with an aging employee population. This study sought to explore the notion that a workforce nearing retirement are not interested in technology intensive training. The study employed a qualitative approach using semi-structured interviews with 13 purposively selected participants who were employees aged 55 or older in a large communications company in South Africa company. In terms of its findings, participants aged 55 and above with extensive tenure in communications companies, emphasized that aging goes beyond chronological age, reflecting a mind-set towards learning and adaptation. Contrary to stereotypes, older employees expressed a desire for technology training, but organizational barriers hindered access to such opportunities. Limited exposure to emerging technologies and discontinuation of training impedes digital transformation efforts. The study challenges misconceptions that older employees do not want to learn, revealing organizational barriers to technology training. Recommendations include providing technology training for older employees and ensuring continuous exposure to emerging technologies. The study underscores the importance of addressing age-related barriers to foster digital innovation and organizational growth in communications companies.

Productivity of older employees in comparison to other age groups: a cross-country analysis

The main aim of the paper was to estimate the impact of older employees aged 55-74 on productivity compared with other age groups. The research (foundation of the paper) was conducted in 72 countries in the period 2000-2021. Countries were divided into three groups composed of 24 economies according to their GDP pc in 2021, i.e. the lowest GDP pc, the middle GDP pc, and the highest GDP pc countries. The study covered the five age and sex groups of employees: 25-34, 35-44, 45-54, 55-64, and 65-74. The Productive Capacities Index (PCI) built by UNCTAD and its selected categories were assumed to be dependent variables. The research results obtained for three groups of countries indicate that older employees had stronger positive impact on improving PCI than younger employees, especially on human capital development and private sector productivity. Our outcomes also suggest that older employees are better integrated than younger age groups with ICT tools that increase work productivity. To sum up, we can state that older employees can be a key factor in economic development due to their knowledge and experience, provided that others are willing to learn from them and they receive relevant organizational support.

Human Resources Analytics Usage in Turkish Organizations

Since the early 2000s, the use of analytics in Human Resources (HR) has become increasingly widespread. With the spread of analytical applications, it is thought that the Human Resources Department will contribute more to making effective decisions in organizations. This study investigates the fundamental differences between organizations that use and do not use Human Resources Analytics (HRA). The research was carried out by collecting data from organizations operating in different sectors in Turkey. The organizations participating in the survey were compared in terms of the organization's total age, turnover (2022) and number of employees, and it was investigated whether these variables had an impact on the use of HRA. In addition, in organizations that stated that they used HRA, it was also investigated how long these practices have been carried out and by which function they were carried out. The results have been analyzed in the context of descriptive statistics and finalized according to the responses received from a total of 175 organizations, and it was observed that the main difference in the use of HRA emerged in the context of the number of employees and organizational turnover. Moreover, by conducting a t-test for organizational age, it was concluded that the age of organizational age creates a difference in the use of HRA. Additionally, it has been determined that more than half of the organizations that apply analytics have been using HRA for less than 5 years and analytics applications are not carried out by a separate analytics team.

Elderly Public Servants: Assessment of their satisfaction with Quality of Life at Work

This work aims to test the Walton Model based on the perception of quality of life (QWL) of elderly employees of the state government of Amazonas. Furthermore, the model's predictive capacity to explain the satisfaction of public servants with QWL will also be analyzed. This research presents a quantitative approach in which the questionnaire represents the eight dimensions of Walton's model. Data collection occurred electronically by sending the Google Forms link to all state elderly servers. Data were analyzed using structural equation modeling. The results show that the dimensions of the Walton Model that most impact the overall QWL perceived by state government employees are balance, work relevance, and professional growth, respectively. On the other hand, social integration negatively impacts general QWL. Furthermore, it was found that the Walton Model can explain more than 73% of the overall QWL. The main theoretical contributions of this work fall on the test of the nomological validity of Walton's model, on the study that addresses elderly public servants who are little studied and presents specific and pertinent considerations on the support and rejection of the hypotheses that represent the eight dimensions of the Walton model.

DIVERSITY AND JOB SATISFACTION WITHIN ORGANIZATIONAL CLIMATE IN KOGI STATE, NIGERIA: EXPLORING THE SCENARIO OF SMALL AND MEDIUM-SIZED ENTERPRISES

This study focused on diversity and job satisfaction within organisational climates, exploring the scenarios of small and medium-sized enterprises. The study explored the effects of physiological elements of employee diversity on job satisfaction at the workplace and ascertained the influence of psychological diversity climate on the job satisfaction of employees in SMEs in Kogi State. This study employed a survey research design and targeted employees who could provide insights into diversity-related situations. Both descriptive and inferential methods were employed to analyse the collected data. The study used multiple regression analyses to test hypotheses. Results showed that the age of employees has a significant negative effect on job satisfaction. As employees grow older, there is a noticeable trend towards decreasing job satisfaction, and the gender of employees was found to have an insignificant negative effect on job satisfaction, among others. The study recommends, among others, that SME owners or managers should implement age-specific support programmes aimed at addressing the changing needs and preferences of older employees to help sustain and improve their job satisfaction and that managers should conduct regular training sessions to raise awareness and sensitivity among employees regarding religious and diversity-related issues to foster a positive and inclusive work environment. Keywords: psychological diversity climate, diversity management, job satisfaction, physiological diversity, synergetic environment

Identifying Specific Human Resource Management Practices for Aging Workforce in Public Organizations

Introduction: The main capital of any organization is its human resources(HR). Organizations invest substantial costs in attracting, retaining, and training individuals. Therefore, it is essential to identify and implement appropriate practices to preserve and enhance HR. Aging of employees is an inevitable phenomenon that poses challenges to all organizations, irrespective of specific geographical locations, because the employees will get old and leave the organization. This research aims to identify HR management practices for aging employees in public organizations in Jahrom City, Fars Province, Iran, in the year 2022.
 
 Methods: This study utilizes meta-synthesis and Delphi methods to extract and identify management practices for aging HR. In the meta-synthesis section, the library method was used and community under study in the Delphi section included 28 academic (university professors with doctorate degrees in HR or organizational behavior) and organizational (senior managers and HR managers of public organizations in Jahrom) experts. The research tool used in the Delphi section was a questionnaire conducted in 3 rounds.
 
 Results: Through the study of the sources using meta-synthesis method, a total of 79 organizational practices were identified, categorized into 11 main dimensions. After three rounds, a consensus was reached on 60 practices, organized into 9 main dimensions, and the Delphi rounds were concluded. In the final round, no new practices were suggested or removed. Due to the minimal differences in the Kendall coefficient among the different rounds, the Delphi rounds were concluded.
 
 Conclusion: It is necessary to plan and implement all these practices in parallel and simultaneously. However, as the most crucial management measure is planning, there is a need for planning, coordination, and harmonization at the legislative, administrative, and recruitment levels. Implementing the proposed practices through organizational experts, HR managers, and the active participation of aging employees in implementing practical practices will lead to better execution.

How does age and gender of the employees influence human resource practices–employee competencies relationship?

PurposeApplying resource-based view and the configurational approach theory, this study seeks to understand the moderating role of age and gender between human resource practices and employee competencies relationship.Design/methodology/approach43 food processing firms of India participated in the study. Applying multilevel approach, the responses of 295 human resource managers and 3,557 employees were used for the analysis.FindingsThe human resource practices–employee competencies relationship was stronger in the case of young employees. Furthermore, the relationship was better in case of male employees over female employees. The results urge for greater attention toward age and gender diversity issues while tailoring human resource practices for enhancing employee skills. This article contributes the human resource management literature by exploring the role of age and gender, which has been used as the control variables as the moderating variables for governing the human resource practices–employee competencies relationship.Practical implicationsSpecial focus can be placed on extensive custom in-house training and development activities. Proper division of work can be done for new employees and experienced employees depending upon their learning capabilities. The firms can do so by either implementing formal or informal organizational structures to achieve full gains. Firms should focus largely on narrowing the development practices adopted for diverse age groups of workforce population. The four practices proposed by the Organization for Economic Cooperation and Development (2006) for ensuring effectiveness of development practices and its impact on old age employee effectiveness and attitude should be put in practice.Originality/valueThe originality of this study lies in its exploration of the intricate interplay among age, gender and human resource practices in shaping employee competencies. By understanding how these factors interact within the human resource practices–employee competencies framework, this research offers a unique perspective on the evolving workforce dynamics. It goes beyond the conventional human resource management strategies to uncover nuanced insights, shedding light on tailored approaches that consider the specific needs and aspirations of diverse employees. This innovative perspective contributes to a more inclusive, efficient and adaptable work environment, enriching both the academic understanding of human resources and the practical implementation of strategies for contemporary organizations.

The impact of the relocation of enterprises in Ukraine and abroad on the realization of socio-economic, cultural and labour rights

The relevance of the article is determined by the fact that the consequences of the relocation of the company (enterprise) in Ukraine affect the realization of human rights and the activity of the enterprise as a whole. The purpose of the article is to study the current state of legal regulation of enterprise relocation, human rights (employee, family members, etc.). One of the main methodological techniques of research is a comparative approach. The legislation of different countries of the world, which regulates the issue of company relocation, is analysed in a comparative legal direction. The relationship between the norms of international law and the legislation of Ukraine regarding the implementation of international principles of human rights, enshrined in international legal acts, into the legal system of Ukraine, in particular regarding the relocation of the enterprise, was revealed. The practice was studied and the consequences of the relocation of the enterprise were revealed. The advantages and disadvantages of enterprise relocation are considered. Special attention is paid to the psychological consequences of the relocation of enterprises in Ukraine and abroad. The peculiarities of the impact of the relocation of enterprises on socio-economic, labour, and cultural aspects have been determined. It is noted that the value idea of “preserving their rights” is the foundation of the observance of human rights. It is emphasized that the implementation of outlined human rights must be considered in the process of strategic relocation planning. The practical significance of the study is that the conclusions and proposals formulated in the scientific article will contribute to the improvement of the mechanism of human rights protection due to the consequences of the relocation of the enterprise, the need to consider the needs of vulnerable segments of the population – employees of pre-retirement age, disabled people, children of employees. The generalization of the results of the work is designed to improve Ukrainian legislation in the field of human rights, as well as to implement into Ukrainian practice foreign norms and standards for the protection of human rights, such as socio-economic, cultural, and labour rights

Financial Literacy and MSME Performance: Mediation and Moderation Analysis

This research examines the mediating role of access to finance, financial risk management, and competitive advantage in the relationship between financial literacy and Micro, Small, and Medium Enterprises (MSME) performance. This research also tests demographic factors such as the owner's gender, company size, company age, and number of employees in moderating the influence of the variables studied. The sample for this research is MSMEs in Jakarta Province, Indonesia. Five hundred and fifty MSMEs participated in the study using a web-based self-administered questionnaire. The data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The research results show that financial literacy positively affects access to finance, financial risk management, competitive advantage, and MSME performance. Access to finance, financial risk management, and competitive advantage positively affect MSME performance and can mediate the relationship between financial literacy and MSME performance. The research also uncovers the moderating role of demographic factors, suggesting that the strength of the connections between financial literacy, access to finance, financial risk attitude, competitive advantage, and MSME performance may vary based on these factors. These findings carry significant implications for owners, managers, and governmental stakeholders, emphasizing the importance of enhancing financial literacy among MSMEs to enhance their performance.