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dc.contributor.authorRadford, Katrina
dc.contributor.authorChapman, Geoffrey
dc.date.accessioned2015-07-27T03:10:41Z
dc.date.available2015-07-27T03:10:41Z
dc.date.issued2015
dc.identifier.citationRadford, K. and Chapman, G., 2015. Are all workers influenced to stay by similar factors, or should different retention strategies be implemented? Comparing younger and older aged-care workers in Australia. Australian Bulletin of Labour, Vol.41 No. 1, pp. 1-27en
dc.identifier.issn0311-6336
dc.identifier.urihttp://hdl.handle.net/2328/35472
dc.description.abstractThe global financial crisis led many older workers to delay retirement or to re-enter the workforce (O'Loughlin, Humpel and Kendig 2010). This has resulted in an increase in age diversity within organisations. This age diversity leads to improved creativity (Crampton and Hodge 2007) and improved productivity (Ilmakunnas and Ilmakunnas 2011). However, for human resource management professionals, age diversity can be challenging. Research comparing younger and older workers’ intentions to stay is limited; this study continues that inquiry. To investigate intentions, a cross-sectional questionnaire was distributed to 2118 employees in the aged-care sector; 359 useable questionnaires were analysed. Results revealed similarities and differences between younger and older workers’ intentions to stay. Variables such as perceived organisational support, perceived supervisor support, and job embeddedness are analysed.en
dc.language.isoen
dc.publisherNational Institute of Labour Studiesen
dc.subjectLabour studiesen
dc.subjectEmployment conditionsen
dc.subjectCare workersen
dc.titleAre all workers influenced to stay by similar factors, or should different retention strategies be implemented? Comparing younger and older aged-care workers in Australiaen
dc.typeArticleen


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