TY - JOUR
T1 - Motivating employees to work beyond retirement
T2 - a multi-level study of the role of I-deals and unit climate
AU - Bal, P. Matthijs
AU - De Jong, Simon B.
AU - Jansen, Paul G. W.
AU - Bakker, Arnold B.
PY - 2012/3
Y1 - 2012/3
N2 - The present study investigates what role I-deals (i.e. the idiosyncratic deals made
between employees and their organization) play in the motivation of employees to continue
working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility
I-deals) to be positively related to motivation to continue working. More specifically, we drew
from continuity and personality theory to argue that the motivation to continue working is
enhanced by I-deals, because they fulfil people’s needs for personalized work arrangements.
Moreover, drawing from activity and disengagement theory it was hypothesized that two types of unit climate (i.e. accommodative and development climates) would moderate these relationships. Specifically, it was predicted that I-deals would be positively related to motivation to continue working under conditions of low accommodative or high development climate. Results of a multi-level study among 1083 employees in 24 units largely supported the above expectations; flexibility I-deals related positively to motivation to continue working, and unit climate moderated the relation between development I-deals and motivation to continue working.
AB - The present study investigates what role I-deals (i.e. the idiosyncratic deals made
between employees and their organization) play in the motivation of employees to continue
working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility
I-deals) to be positively related to motivation to continue working. More specifically, we drew
from continuity and personality theory to argue that the motivation to continue working is
enhanced by I-deals, because they fulfil people’s needs for personalized work arrangements.
Moreover, drawing from activity and disengagement theory it was hypothesized that two types of unit climate (i.e. accommodative and development climates) would moderate these relationships. Specifically, it was predicted that I-deals would be positively related to motivation to continue working under conditions of low accommodative or high development climate. Results of a multi-level study among 1083 employees in 24 units largely supported the above expectations; flexibility I-deals related positively to motivation to continue working, and unit climate moderated the relation between development I-deals and motivation to continue working.
UR - http://www.scopus.com/inward/record.url?scp=84856720704&partnerID=8YFLogxK
UR - http://dx.doi.org/10.1111/j.1467-6486.2011.01026.x
U2 - 10.1111/j.1467-6486.2011.01026.x
DO - 10.1111/j.1467-6486.2011.01026.x
M3 - Article
SN - 0022-2380
VL - 49
SP - 306
EP - 331
JO - Journal of management studies
JF - Journal of management studies
IS - 2
ER -