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ARTICLES

The multi-generational workforce: Workplace flexibility and engagement

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Pages 215-229 | Published online: 12 Jun 2008
 

Abstract

This paper explores the perceptions of employees of different ages regarding the flexibility they need at work (flexibility fit) and their engagement with work. Using 49,209 observations representing 183,454 employees in 22 different companies, we estimated a hierarchical linear model (HLM) to explain variation in employee engagement as a function of flexibility fit and age. Although flexibility fit was a powerful positive predictor of engagement for all employees, it was a more powerful predictor of engagement for employees ages 45 and older. The positive moderating effect of flexibility fit provides employers with guidance about how to maintain the engagement of workers of all ages, but especially older workers who want to extend their participation in the labor force.

Cet article explore la relation entre les perceptions des salariés relatives au fait qu'ils ont ou n'ont pas la flexibilité dont ils ont besoin (l'adéquation de flexibilité – ‘flexibility fit’), et leur degré d'engagement au travail à différents âges. Sur la base d'un échantillon de 49,209 observations représentant 183,454 salariés de 22 entreprises, nous estimons un modèle hiérarchique linéaire pour expliquer la variation de l'engagement des salariés en fonction de leur adéquation perçue de flexibilité et de leur âge. L'adéquation de flexibilité est un facteur prédictif puissant de l'engagement pour l'ensemble des salariés, et plus spécialement pour les salariés de plus de 45 ans. En synthèse, l'effet modérateur positif de l'adéquation de flexibilité renseigne les employeurs sur la façon dont ils peuvent maintenir l'engagement des salariés de tous âges, et particulièrement des seniors qui veulent continuer à travailler.

Acknowledgements

This research was supported by a grant from the Alfred P. Sloan Foundation (2005-3-33). We are grateful to the foundation for their support, and to Laurie L. Shannon, Sandee Shulkin, and Robert T. Brennan for their assistance with data management and analysis. Additionally, we would like to express appreciation to the thought leaders at WFD for their vision in conceiving and executing this special collaboration with academic colleagues.

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