Catherine Andrew
Current Organizations / Institutes
The organizations/institutes from the scholar's latest article
Catherine Andrew has a total of 6 co-authors. Here are the top co-authors by number of shared publications:
- Abilio De Almeida Neto
SafeWork New South Wales, Gosford, Australia
1 shared publication - Ben Farr-Wharton
Edith Cowan University
1 shared publication - Carlo Caponecchia
School of Aviation, The University of New South Wales, Sydney, Australia
1 shared publication - Leigh-Ann Onnis
James Cook University
1 shared publication - Sharron O’nEill
School of Business, University of NSW, Canberra, ACT 2612, Australia
1 shared publication - Tim Bentley
The Mental Awareness, Respect and Safety (MARS) Centre, School of Business and Law, Edith Cowan University, Perth, Australia
1 shared publication
Latest Publications
- Open Access
- 3 February 2023
- Published by MDPI AG in International Journal of Environmental Research and Public Health
- Vol. 20 (3) , 2725
Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces
At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population.
- 3 February 2023
- Published by MDPI AG in International Journal of Environmental Research and Public Health
- Vol. 20 (3) , 2725
Open AccessOlder Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces
At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population.