ISSN: 2222-6990
Open access
Population ageing and increasing labour market pressures have made the retention and engagement of ageing employees a critical priority for organisations and policymakers. However, many existing reward systems remain narrowly focused on financial compensation and are insufficiently responsive to the evolving motivations, capabilities and aspirations of employees in later career stages. This limitation reduces the effectiveness of reward strategies in sustaining workforce participation and fully utilising accumulated experience. This study examines how inclusive reward systems can be enhanced for ageing employees in Singapore through a strengths-based Appreciative Inquiry (AI) approach. Guided by the AI five-dimensional process, where the define stage is established during framing through the research questions and affirmative topic, followed by discovery, dream, design and destiny, the study explores positive experiences, aspirations and practical pathways for reward system improvement. Data are generated through narrative interviews in semi-structured format and focus group discussions with ageing employees, human resource practitioners and relevant stakeholders, conducted via a secure online meeting platform with audio recording in accordance with approved ethical procedures, with two pilot interviews undertaken for protocol refinement and excluded from analysis. The findings show that ageing employees value reward systems that extend beyond financial incentives to include recognition of experience, flexible work arrangements, lifelong learning and growth, wellbeing support and meaningful opportunities for contribution. Recognition emerges as a central mechanism that enhances the effectiveness of these reward dimensions by strengthening motivation, identity and organisational attachment. The study provides practical insights for organisations, human resource practitioners and policymakers seeking to design inclusive and effective reward systems, while contributing to theory by advancing a strengths-based and relational understanding of reward effectiveness in ageing workforce contexts.
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