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Orientation: Job characteristics play a major role in shaping employees’ early retirement decisions. Research purpose: The objective of this study was to examine the mechanisms through which job characteristics associate with early retirement intention, using the Job Demands-Resources (JD-R) model as a theoretical framework. Motivation of the study: Early retirement presents a threat to existing health and pension systems, and to organisational functioning. Therefore, it is important to examine how workrelated factors contribute to early retirement decisions. Research design, approach and method: Two parallel processes were theorised to shape early retirement intention: a health impairment process (i.e. job demands → recovery need → early retirement intention) and a motivational process (i.e. job resources → work enjoyment → early retirement intention). Survey data were collected from a heterogeneous sample of 1812 older workers (age > 45). Structural equation modeling was used to test the hypotheses. Main findings: Job demands and job resources were both associated with work enjoyment, which was associated with early retirement intention. Recovery need did not add to the prediction of early retirement intention. Practical/managerial implications: To retain older workers, companies should promote work conditions and practices that keep older workers motivated. Good health may be a necessary condition for retaining older workers, but it does not appear to be a sufficient one. Contribution/value-add: The results suggest that – for early retirement intention – the motivational process is more prominent than the health impairment process.

Purpose - The purpose of this study is to examine the moderating role of regulatory focus in the job demands-resources model. Design/methodology/approach - A questionnaire survey was conducted among 146 teachers in secondary education. It was expected that detrimental effects of job demands (i.e. workload, interpersonal conflict) on emotional exhaustion would be more pronounced among individuals with a strong prevention focus (oriented towards safety and security). Favorable effects of job resources (i.e. autonomy, social support) on motivational outcomes were expected to be more pronounced among individuals with a strong promotion focus (oriented towards growth and development). Findings - The hypotheses regarding the moderating role of prevention focus were confirmed, but the moderating effect of promotion focus appeared to be exactly opposite to expectations. The effect of job resources on motivational outcomes was more pronounced for individuals with a weak promotion focus. Originality/value - To the best of one's knowledge, this is the first study to examine the role of regulatory focus in the job demands-resources model. The study shows that regulatory focus is important in explaining individual responses to job demands and resources and may therefore be a relevant factor in career development. [ABSTRACT FROM AUTHOR]

The article offers information on a study on the relationship between job demands and resources and employees' evaluations of organizational change. It informs that in the study 818 faculty members of a Dutch university participated and the data obtained was analyzed using multilevel analyses. It was found in the study that emotional demands are negatively related to evaluations of organizational change. It was also found in the study that factors such as support from the supervisor, job control, and opportunity of professional development are related to favorable evaluations of organizational change. Also presented are the limitations and the implications of the study.

Purpose - The purpose of this study is to investigate if gender and altruism evidence similar relationships with the different types of helping behaviors (e.g. organizational citizenship behaviors, OCBs; volunteering, vol; and helping kin, HK). Design/methodology/approach - Data from websurveys of 178 professional employees are analyzed using Zellner's seemingly unrelated regression (SURE). Findings - Results indicate women engage in HK to a greater extent than men, however this difference between men and women in helping behaviors disappears when the other variables are entered in the model. Gender and altruism interacted to influence OCBs, such that the relationship was stronger for women than for men. Practical implications - An important implication of these results is that by knowing the motives that are most important to people, organizations may tailor their appeals to potential volunteers. Targeting potential volunteers is most effective when it matches people's reasons for volunteering. Originality/value - The unique contribution of this study is that it simultaneously examined the relationship between altruism and the three types of helping behavior in a single study. [ABSTRACT FROM AUTHOR]