Hou Liang, Shi Ruijing, Wang Zhongji, Zhang Jun
Department of Human Resource Management and Public Administration, Beijing Institute of Petrochemical Technology, Beijing, China.
Front Psychol. 2025 Jul 25;16:1564719. doi: 10.3389/fpsyg.2025.1564719. eCollection 2025.
Drawing on conservation of resource theory and work-home resources model, this study explores how age-inclusive human resource (HR) practices related to employees' career sustainability through their work-family enrichment. In line with work-home resource model, we introduce a boundary condition, protean career orientation, to explain when our proposed associated may unfold. We collected data in three waves from 244 employees to test our hypotheses. Results show that age-inclusive HR practices promote employees' career sustainability through the mediating effect of work-family enrichment. Our findings also emphasize that protean career orientation strengthens the relationship between age-inclusive HR practices and work-family enrichment. Age-inclusive HR practices were more positively linked to career sustainability via work-family enrichment when employees had a high (versus low) protean career orientation. Our research provides a better understanding of how and when age-inclusive HR practices lead to sustainable career.
基于资源保存理论和工作-家庭资源模型，本研究探讨了包容年龄的人力资源（HR）实践如何通过员工的工作-家庭充实感与员工的职业可持续性相关联。根据工作-家庭资源模型，我们引入了一个边界条件——多变型职业导向，以解释我们提出的关联何时会显现。我们分三波收集了244名员工的数据来检验我们的假设。结果表明，包容年龄的人力资源实践通过工作-家庭充实感的中介作用促进员工的职业可持续性。我们的研究结果还强调，多变型职业导向加强了包容年龄的人力资源实践与工作-家庭充实感之间的关系。当员工具有高（相对于低）多变型职业导向时，包容年龄的人力资源实践通过工作-家庭充实感与职业可持续性的联系更为积极。我们的研究有助于更好地理解包容年龄的人力资源实践如何以及何时能带来可持续的职业生涯。
