The purpose of this study is to gain a better understanding of the Managers’ Intention to Retain Older Employees in Corporate Sectors in Libya. Older Employee retention has always been important issues for people who work in organization. Hence, the survey analyzed the intention of managers to absorb older employees in an establishment through observed behaviors and actions. Thus, the research employed the Model of Planned Behavior (MPB). It concentrated on the undesirable typecast attitude meted out to the older employees in a working environment. Though, contrary to the expectations of human capital theory (HCT), recruitment processes may select candidates with the best social ‘fit’ to an existing workplace rather than candidates with the greatest skills or experience. Therefore, Quantitative method of research was adopted through a well prepared questionnaire that collected data on the related research questions. A total number of 600 questionnaires were distributed while 402 were returned. Thus, the Data collected from the returned 402 questionnaires was then analyzed by Correlation and regression analyses which revealed a number of significant relationships between the two variables. The results indicate that behavioral belief, significantly influenced the Intention of Managers’ to retain older employees (β = .499, p .05). The findings unequivocally contribute to the knowledge development of Managers’ Intention to Retain Older Employees in Numerous Corporate Sectors.

The research investigated the role of managers’ attitude in mediating the relationship between managers’ behavior and managers’ intentions to retain older employees in the corporate sector in Libya. Discrimination of age is one of the most challenging aspects of the workforce. This study examined the influence of stereotypical belief, subjective norms, perceived behavioral control, and organizational goals on intention to retain older employees by examining the managers’ attitude as a mediator. This research was conducted through a quantitative approach by using a questionnaire. A total of 296 respondents were randomly selected. The statistical package of social science (SPSS) software was used to run factor analysis, reliability analysis and descriptive statistical analysis. AMOS program was used to carry out the structural equation model as well as testing the research hypotheses. The study contributes to the body of knowledge in human resources specifically the Theory of Planned Behavior (TPB) that can predict the influence of managers’ behavior on managers’ intention to retain older employees in the Libyan corporate sector. Statistically significant relationships were found between stereotypical belief, subjective norms, perceived behavioral control, and organizational goals and managers’ intention to retain older employees. The relationship between managers’ attitude and managers’ intention to retain older employees was statistically significant too. A test of the mediated relationship confirmed that the managers’ attitude has a mediating role in the relationship between managers’ behavior and managers’ intentions to retain older employees in Libyan corporate sector. This finding adds to existing literature by uncovering the mediating effect of managers’ attitude on the relationship between stereotypical belief, subjective norms, perceived behavioral control, and organizational goals and managers’ intention to retain older employees in corporate sectors. Consequently, it is recommended that focus be given on managers’ attitude in the interventions of managers’ intentions to retaining older employees. The results of the study imply that management should encourage a positive attitude among managers toward older employees. The study concluded that managers’ attitude has an influence on managers’ intention; however, there may be other factors that affect managers’ intention to retain older employees.