文献类型：期刊文献

英文题名：The curvilinear relationships between perceived development human resource practices and both affective commitment and work stress: the moderating effects of age

作者：Yue, Lin-yang[1];Huang, Wei-de[1]

机构：[1]East China Univ Sci & Technol, Sch Business, Shanghai, Peoples R China

年份：2024

卷号：53

期号：8

起止页码：2109

外文期刊名：PERSONNEL REVIEW

收录：;WOS:【SSCI(收录号:WOS:001224863300001)】；

基金：This research was supported financially by grants from the National Natural Science Foundation of China (71372079).

语种：英文

外文关键词：Development human resource practices; Age; Affective commitment; Work stress

摘要：PurposeThis paper aims to reveal the curvilinear relationships between perceived development human resource practices (DHRPs) and both affective commitment and work stress, and the moderating effects of age on the curvilinear relationships.Design/methodology/approachHypotheses were developed from an employee-oriented contingent view based on the person-job fit theory and lifespan development theories. Methods suggested by Haans et al. (2016) and Dawson (2014) to test curvilinear relationships and related moderations, and a two-wave survey data from 742 Chinese employees were used.FindingsThe results showed that perceived DHRPs related to affective commitment in an inverted U shape and work stress in a U shape. However, age moderated the nature of the relationships such that both the curvilinear relationships only existed under low age while under high age perceived DHRPs related to affective commitment positively and work stress negatively.Originality/valueThis study advances the prevailing linear (positive or negative) thinking on the DHRPs-outcomes relationships by showing that perceived DHRPs relate to both affective commitment and work stress nonlinearly. Moreover, different from existing findings that age moderates the strength of the linear DHRPs-outcomes relationships, the results indicate that age moderates the nature of the relationships between perceived DHRPs and affective commitment and work stress. This implies a refined age-differential approach to use DHRPs to sustain a committed and healthy workforce in the context of workforce aging.