Abstract

Many countries across the world face rapid demographic changes, such as the aging of the workforce, and the entrance of a new generation of employees, the so-called Generation Y (Twenge, Campbell, Hoffman, & Lance, 2010). Therefore, organizations have to invest more effort in being attractive employers for younger as well as for older workers. It has been proposed that key to the retention of ageing workers is offering workplace flexibility, so that flexibility enables older workers to remain in the workforce (Hill et al., 2008). However, theory of workplace flexibility has not yet incorporated a lifespan perspective in the effects of flexibility, and therefore, the current study aims to bridge this theoretical and empirical gap in the literature.