Include, Individualize, and Integrate HRM Practices for Successful Aging at Work: Scale Development and Test of a Model
研究开发并验证了3i-HRM量表（包容、个性化、整合），并检验了这三类实践通过归属感、需求匹配和建言行为影响员工敬业度、职业退缩和主动职业行为的路径模型。
ABSTRACT Managing an older and more age‐diverse workforce is critical given the population aging that is occurring across the globe. Yet, the literature is still under‐developed with regards to which human resource management (HRM) practices help to support aging employees and enable organizations to benefit from an age‐diverse workforce. We draw on an integrative framework of organizational meta‐strategies, the 3i framework, to test a path model in which 3i HRM practices differentially impact successful aging at work outcomes, including engagement, career withdrawal, and proactive career behavior. The 3i framework encompasses inclusive practices aimed at reducing biases and creating an inclusive climate for workers, individualized practices aimed at designing and adapting work to the changing needs of an age‐diverse workforce, and integrative practices targeted at effective collaboration and knowledge sharing processes across age groups. We theorized that include influences successful aging outcomes through belongingness, individualize through needs‐supplies fit, and integrate through promotive voice. Prior to testing the model, we first report a study in which we developed and validated the 12‐item 3i‐HRM scale using three diverse samples (total N = 945) of employees from the USA and Australia. We subsequently used the 3i‐HRM scale to test our theoretical model using a time‐lagged design with 221 employees. By providing this initial evidence, we hope to stimulate future research focusing on an integrative approach to understanding factors that support an age‐diverse workforce.