Key points are not available for this paper at this time.
Drawing on conservation of resources (COR) theory, this study examines how organizational climate for successful aging and occupational self-efficacy jointly shape older employees’ job embeddedness. We conceptualize climate for successful aging as employees’ shared perceptions of age-supportive HR practices and, following recent COR developments, as a contextual HR resource signal. We propose a sequential motivational process in which thriving at work and the satisfaction of basic psychological needs (autonomy, competence, and relatedness) transmit the effects of these contextual and individual factors on job embeddedness. Using three-wave longitudinal data collected over three years from 1,313 employees aged 50 and above in Canada, the findings support the hypothesized sequential mediation pathways for both organizational climate and occupational self-efficacy. Importantly, while organizational climate for successful aging shows a direct positive relationship with job embeddedness, occupational self-efficacy relates to job embeddedness only indirectly through thriving at work and psychological need satisfaction. These findings indicate that HR system-related signals influence job embeddedness both directly and through employees’ interpretations, whereas personal resources operate through underlying motivational processes. More broadly, the results show that HR system-related signals influence job embeddedness by shaping employees’ perceptions of their relevance in supporting employability, adaptability, and late-career sustainability.
St‐Onge et al. (Mon,) studied this question.