For whom and why mature-age human resource practices are linked to in-role and extra-role performance? A study from a person-job fit perspective in China

Abstract As the workforce ages, the potential contribution of a bundle of mature-age human resource (HR) practices, which is aimed at accommodating mature-age employees' changing needs, is receiving increasing attention. However, its impact on mature-age employees' ability to continue working remains underexplored. Based on the process model of successful aging at work, this study constructed a moderated mediation model by introducing the potential mediating effects of person-job fit (including needs-supplies fit and demands-abilities fit) and the moderating effects of age. A three-wave time-lagged survey study with 262 mature-age employees aged over 40 years old in China showed that mature-age HR practices positively affected mature-age employees' in-role performance via demands-abilities fit and extra-role performance via needs-supplies fit. These indirect positive effects were stronger for older cohorts among mature-age employees. These findings expand the knowledge of mature-age HR practices, improve the application of the process model of successful aging at work, and offer practical guidance for organizations to enhance mature-age employees' performance.