Age differences in the effectiveness of HR practice bundles on job satisfaction: evidence from the tourism sector

Purpose This study investigated whether bundles of human resource practices – ability, motivation and opportunity (AMO) – related differently to job satisfaction depending on employees' chronological age in the tourism and hospitality sector. Drawing on conservation of resources (COR) theory and Socioemotional selectivity theory (SST), it examined how junior and senior employees perceived AMO bundles as workplace resources based on their age-related priorities. Design/methodology/approach A survey was conducted with 417 tourism employees in Gran Canaria (Spain). Data were analyzed using partial least squares-structural equation modelling (PLS-SEM) multigroup analysis to assess differences in AMO bundle responses between junior and senior employees. Findings The findings revealed that, contrary to expectations, the ability bundle was more strongly associated with job satisfaction among senior employees, suggesting that skill-enhancing practices may serve as stabilizing resources for employees later in their working lives. The motivation bundle was positively linked to job satisfaction across age groups, with no significant moderating effect of age. In contrast, the opportunity bundle increased satisfaction among junior employees but exhibited a negative association among senior workers, who may perceive participatory demands as additional stressors in high-pressure service environments. Practical implications The study offers practical guidance for age-sensitive human resource design in high-turnover contexts and contributes to more inclusive and sustainable workforce management. Originality/value These findings refine the AMO framework by indicating that its effectiveness varies with employees' age, and that distinct human resource bundles are valued differently depending on workers' life stage and age-related priorities.