打破年龄与积极主动行为的负面循环:工作多样性和未来时间视角的作用

IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Asia Pacific Journal of Human Resources Pub Date : 2024-06-09 DOI:10.1111/1744-7941.12410
Man Cao, Shuming Zhao, Yufei Ma, Hongjiang Lv
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引用次数: 0

摘要

世界工业化国家的劳动力正在老龄化。中国作为亚太地区重要的代表性国家之一,也正在经历老龄化趋势。老年人通常被认为缺乏灵活性,在一定程度上不愿意主动改变环境或自身。先前的研究也发现,年龄与积极主动行为之间存在负相关。因此,打破年龄与积极主动行为之间的这种负面循环,对于有关老年员工的年龄和管理实践的文献来说意义重大。在本文中,我们将工作多样性确定为一个关键的边界条件,并认为它将缓和年龄与未来时间视角之间的关系,最终影响积极主动行为。我们使用多层次、多来源的样本,包括中国的 36 名管理人员和 193 名员工,对我们的模型进行了检验。结果显示,当工作多样性较高时,年龄与行为之间的负相关变得不显著。此外,年龄与工作多样性之间的交互作用会通过个人的未来时间视角影响积极主动行为。通过确定工作多样性的重要作用,我们的研究为中国和其他亚太国家针对老龄化劳动力的人力资源管理干预做出了贡献。
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Breaking the negative cycle of age and proactive behavior: the role of job variety and future time perspective

The industrialized world's workforce is aging. China, as one of the important representative countries in the Asia-Pacific region, is also experiencing an aging trend. Older people are often viewed as inflexible and unwilling to proactively change their environment or themselves to some extent. Prior studies have also found a negative association between age and proactive behavior. Therefore, breaking this negative cycle of age and proactive behavior becomes significant for the literature on age and management practices regarding older employees. In this paper, we identified job variety as a critical boundary condition and suggested that it would moderate the relationship between age and future time perspective, ultimately affecting proactive behavior. Our model was tested using a multilevel and multisource sample including 36 managers and 193 employees in China. The results showed that when job variety is high, the negative relationship between age and behavior becomes nonsignificant. Further, the interaction between age and job variety influenced proactive behavior through individuals' future time perspective. By identifying the important role of job variety, our study contributes to human resource management interventions for the aging workforce in China and other Asia-Pacific countries.

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来源期刊
CiteScore
7.20
自引率
9.40%
发文量
40
期刊介绍: The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.
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