Marjorie Armstrong-Stassen

TL;DR: In this paper, a conceptual model of the relationships between organizational and career factors and older workers' intention to remain with their organizations was tested through two studies with diverse samples, and they concluded that implementing training and development practices targeting older workers and tailored to their needs and providing interesting and challenging job assignments are important to perceptions of organizational support and career satisfaction and ultimately to the retention of older workers.

TL;DR: In this paper, the determinants and consequences of survivors' coping responses to a recent workforce reduction involving permanent layoffs were examined, and they found that survivors with high optimistic predispositions and a strong sense of mastery were more likely to engage in control-oriented coping.

TL;DR: This article found that people in post-retirement jobs are drawn to organisations that provide HR practices tailored to the needs and desires of older workers, and that if employers expect to address labour shortages by encouraging retirees back into the workforce, they are going to have to implement those HR practices that are important to this group.

TL;DR: In this paper, the authors developed and tested a model predicting older workers' intention to remain with their organization, based on the perceived organizational membership theoretical framework and the group-value justice model.

TL;DR: In this article, a model of the relationships among older workers' propensity to engage in development activities (development orientation), their perceptions of the development opportunities associated with their job (job development climate), their commitment to their organization, and their intention to remain with their organization was tested.