更多的50+工人意味着更多的50+政策 - - 直到它不再存在. 老年工人比例与老年工人政策的实施之间的非线性关系
Jelle Lössbroek1, Gerben Hulsegge2
1Netherlands Interdisciplinary Demographic Institute-KNAW, University of Groningen, The Hague, The Netherlands.
概括
对老年员工的人事政策最常见的是那些拥有30-50%老年员工的公司. 然而,高比例的老年工人与较少的适应性政策相关,特别是逐步淘汰退休.
科学领域:
- 人力资源管理 人力资源管理
- 组织行为 组织行为
- 老年学是一门学科.
背景情况:
- 针对老年员工的人事政策为员工和组织提供福利.
- 一个常见的假设是,更多的老年工人会导致更多的年龄特定政策.
- 本研究探讨了老年工人的比例与这些政策的实施之间的关系.
研究的目的:
- 检查一家企业中老年员工 (50岁及以上) 的百分比与对这一人口群体实施的人事政策的数量之间的关联.
- 为了测试这种假设,即适应政策变得不那么可行,老年工人的比例更高.
主要方法:
- 来自五个数据集的数据被组合在一起,涵盖了7330个荷兰机构.
- 分析了11项针对老年工人的具体政策.
- 该研究研究了老年工人比例与政策实施之间的相关性.
主要成果:
- 实施的老年员工政策数量最多的企业是那些由30-50%的老年员工组成的企业.
- 与年轻工人相比,老年工人的比例较高的企业显示实施的政策数量较少.
- 这种反向关系在与逐步淘汰就业相关的政策中尤为明显.
结论:
- 对老年工人的人事政策的实施与老年工人的比例不线性.
- 最佳的政策实施发生在老年工人的特定范围内 (30-50%).
- 高龄工人的高普及率可能表明需要不同的,可能不那么适应的政策方法.
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