How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies

In the context of the changing workforce, this study introduced two perspectives on HRM and distinguished universalistic developmental HRM from contingent accommodative HRM. We predicted two separate pathways for the effects on two employee outcomes: work engagement and affective commitment. We expected that developmental HRM would universally relate to employee outcomes by rebalancing the psychological contract between the employee and organization into a less transactional to a more relational contract. We also predicted that accommodative HRM would relate to outcomes only when fulfilling specific needs of employees, associated with their selecting, optimizing, and compensating strategies. Results of a multilevel study among 1058 employees in 17 healthcare units fully supported our expectations regarding the role of the psychological contract. Additionally, we found support for the expected roles of selection and compensation, but not for optimization strategy. This study contributes to the literature by demonstrating that HRM relates to employee outcomes through multiple pathways, which can be either universal or contingent.     

Managing aging workers: a mixed methods study on bundles of HR practices for aging workers

Since abilities and motives change with age and common human resource (HR) practices might be less suitable for aging employees, scholars and practitioners are currently challenged to find new ways of managing aging workers and motivating them to continue working. Therefore, this mixed methods study builds on literature on lifespan development and literature on HR practices in proposing four new bundles of HR practices for aging workers: accommodative, maintenance, utilization and development HR bundles. Since we draw on separate bodies of literature to propose new constructs, we use a mixed methods design in order to triangulate our findings. The proposed HR bundles were explored with a qualitative interview study among HR managers, line managers and employees in the Dutch construction sector, and tested with a quantitative survey study among Dutch government workers. Both studies confirmed that HR practices for aging workers can be classified into accommodative, maintenance, utilization and development HR bundles of practices.     

How the impact of HR practices on employee well‐being and performance changes with age

With changing retirement ages and an aging workforce, interest is growing on the potential contribution of relevant bundles of HR practices in eliciting well‐being and performance among aging workers. Drawing on theories on lifespan development and self‐regulation, we distinguished two bundles of HR practices: development HR practices that help individual workers reach higher levels of functioning (e.g. training), and maintenance HR practices that help individual workers maintain their current levels of functioning in the face of new challenges (e.g. performance appraisal). Further, based on lifespan theories, we expected and found that the association between development HR practices and well‐being (i.e. job satisfaction, organisational commitment and organisational fairness) weakens, and that the associations between maintenance HR practices and well‐being, and between development HR practices and employee performance, strengthen with age. In addition, a third bundle of ‘job enrichment’ HR practices emerged that elicited higher job performance among aging workers.     

Sustainability and innovation in staple crop production in the US Midwest

An agroecosystem is constrained by environmental possibility and social choices, mainly in the form of government policies. To be sustainable, an agroecosystem requires production systems that are resilient to natural stressors such as disease, pests, drought, wind and salinity, and to human constructed stressors such as economic cycles and trade barriers. The world is becoming increasingly reliant on concentrated exporting agroecosystems for staple crops, and vulnerable to national and local decisions that affect resilience of these production systems. We chronicle the history of the United States staple crop agroecosystem of the Midwest region to determine whether sustainability is part of its design, or could be a likely outcome of existing policies particularly on innovation and intellectual property. Relative to other food secure and exporting countries (e.g. Western Europe), the US agroecosystem is not exceptional in yields or conservative on environmental impact. This has not been a trade-off for sustainability, as annual fluctuations in maize yield alone dwarf the loss of caloric energy from extreme historic blights. We suggest strategies for innovation that are responsive to more stakeholders and build resilience into industrialized staple crop production.     

Subsidies and agricultural productivity in the EU

This paper investigates the relationship between EU agricultural subsidies and agricultural labor productivity growth by estimating a conditional convergence growth model. We use more representative subsidy indicators and a wider coverage (panel data from 213 EU regions over the period 2004–2014) than have been used before. We find that, on average, EU's Common Agricultural Policy (CAP) subsidies increase agricultural labor productivity growth, but this aggregate effect hides important heterogeneity of effects of different types of subsidies. The positive effect on productivity comes from decoupled subsidies, that is, Pillar I decoupled payments and some Pillar II payments. Coupled Pillar I subsidies have the opposite effect: they slow down productivity growth.     

Human Resource Management and the ability,motivation and opportunity to continue working: A review of quantitative studies

Organisations are challenged to retain older workers, however knowledge on how this should be done is scattered. The aim of this paper is to integrate knowledge on the actions organisations can take to facilitate the extension of working lives by identifying and examining the effectiveness of Human Resource Management activities directed at the extension of working lives. To this end a systematic review was conducted, which identified 110 peer-reviewed and unpublished empirical articles concerning the influence of job demands, job resources and Human Resource practices on the ability, motivation and opportunity to work(ing). The results indicate that offering job resources has a positive effect on the ability, motivation and opportunity to continue working. Furthermore, work ability was found to be most negatively related with job demands whereas employability was most positively related with developmental practices. The paper concludes by suggesting directions for future research and practical implications to encourage evidence-based practice.