Unleash the potential: how age-inclusive HR practices drive innovative work behavior of older employees

Older employees are an important source of innovation owing to their accumulated experience and growing confidence with age, yet limited research explains how to enhance their innovative work behavior. Drawing on signaling theory and the Ability–Motivation–Opportunity (AMO) framework, this study examines how age-inclusive HR practices influence older employees’ innovative work behavior through two mediating mechanisms: role breadth self-efficacy (ability pathway) and felt responsibility for constructive change (motivation pathway). Using time-lagged survey data from 200 Chinese employees aged 40 and above, structural equation modeling was conducted in Mplus8.3. The results indicate that age-inclusive HR practices positively relate to innovative work behavior through both mediators. In addition, felt responsibility for constructive change strengthens the positive effect of role breadth self-efficacy on innovative work behavior. This study advances the literature by proposing an “Age-Informed AMO Framework” that highlights a dual mediation mechanism linking age-inclusive HR practices and innovation among older employees. Practically, the findings suggest that organizations can enhance innovation and capitalize on age diversity by adopting age-inclusive HR practices, such as improved job design, cross-age collaboration, and continuous skill renewal opportunities.