The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis
通过元分析83项研究，考察员工感知的高承诺人力资源实践与情感承诺、工作满意度的关系如何随年龄变化，发现维护型HR实践对年长员工更有效，发展型HR实践对年轻员工更有效。
Abstract Research on the association between high commitment Human Resource (HR) practices and work‐related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta‐analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and Compensation (SOC) theory and on Regulatory Focus theory, we identify a bundle of maintenance HR practices and a bundle of development HR practices, and hypothesize that the association between maintenance HR practices and work‐related attitudes strengthens with age, and that the association between development HR practices and work‐related attitudes weakens with age. Our meta‐analysis of 83 studies reveals that, in line with social exchange and signaling theories, employees' perceptions of HR practices are positively related to their work‐related attitudes, and that calendar age influences this relationship largely as expected. These results are discussed in light of the above mentioned theories. Copyright © 2009 John Wiley & Sons, Ltd.