Perceived Organisational Support, Work‐Life Balance, and Employee Engagement and Job Satisfaction: A Moderated Mediation Study of Grandparent Status

Abstract

While older workers have received considerable attention from researchers, far less is known about the work experiences of grandparents. This study examines how perceived organisational support (POS) influences work‐life balance (WLB) and work outcomes (employee engagement and job satisfaction) with grandparent status as a moderator. Using a moderated mediation model tested on 783 New Zealand employees (including 155 grandparents) with the PROCESS macro, we find support for all direct effects. Importantly, when POS is high, grandparents report significantly higher WLB than non‐grandparents. Moderated mediation analyses further show that the indirect effect of POS on engagement and job satisfaction, via WLB, is strongest for grandparents. These findings position grandparents as a distinct and often under‐recognised segment of the workforce, suggesting they may engage with social exchange relationships in unique ways. For HR practice, this recognition goes beyond demographic categorisation—it calls for a critical evaluation of policies related to flexibility, leave, and wellbeing through the lens of later‐life caregiving responsibilities. By doing so, HR practitioners can better support the engagement and retention of this group, while researchers are encouraged to consider grandparent status as a meaningful variable in future HRM scholarship.