Age-inclusive HR practices and the thriving of older workers

Purpose The paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers. Design/methodology/approach The author collected data in two waves three months apart. He obtained 310 valid surveys from workers aged between 50 and 70 with an average age of 56. There were 120 males and 190 females. Nearly three quarters were in a relationship and 59pc had attended higher education Findings The results showed that AIHRP were positively related to thriving and learning, as well as vitality. The relationship between AIHRP and OFTP dimensions were also positive and statistically significant, and there were significant indirect effects of AIHRP on overall thriving via a focus on opportunities and also via remaining time. Meanwhile, there were positive indirect effects of AIHRP on learning through focus on opportunities and through remaining time. For the link between AIHRP and vitality, focus on opportunities mediates the effect of AIHRP on vitality, but remaining time was not related to vitality. Originality/value The results have both theoretical and practical implications. For researchers the paper demonstrates the importance of personal resources like OFTP and is one of the few studies to distinguish between the motivational role of each OFTP dimension in the relationship between HR practices and thriving older workers. For organizations, the lessons are to design HR practices to demonstrate that the organization cares about older workers being successful.