This longitudinal study tested a model of the mechanisms through which HR practices are linked to older nurses\u27 intention to remain with their hospital. The participants were 528 registered nurses aged 45 to 67 years. The study focused on two HR practices, flexible work options and performance evaluation practices, which are more directly under the influence of the immediate supervisor. Supervisor-related procedural justice mediated the relationship between the HR practices and perceived supervisor support (PSS), and in turn, PSS was associated with enhanced perceived organisational support (POS). POS partially mediated the relationship between PSS and affective commitment, and affective commitment fully mediated the relationship between POS and older nurses\u27 intention to remain with their hospital. The findings indicated that fostering older nurses\u27 commitment and ultimately retention requires HR practices relevant to older nurses, supportive and fair supervisors, and a hospital that values their contribution and cares about their well-being
