组织变革的质量是否与高级员工预期的退休年龄有关?
Karen Albertsen1, Annette Meng2, Emil Sundstrup2
1Team Working Life, Høffdingsvej 22, 1. Sal, 2500, Valby, Denmark.
Journal of occupational rehabilitation
|October 24, 2024
概括
管理不善的组织变革促使老年员工考虑提前退休. 然而,高质量的实施减轻了这种影响,强调了有效的变革管理对员工留守的重要性.
科学领域:
- 职业健康心理学 职业健康心理学
- 劳动社会学工作的社会学.
- 组织行为 组织行为
背景情况:
- 主要的组织变化,如重组或裁员,会给工作生活带来不确定性.
- 实施过程的质量显著影响员工在组织变革期间的经验.
研究的目的:
- 确定组织变革在丹麦不同职位职能中的普遍性.
- 调查组织变革实施质量与员工预期退休年龄之间的关联.
主要方法:
- 分析了2020年对12,269名丹麦老年员工 (≥50岁) 的调查.
- 交叉分析对预期退休年龄进行了比较,基于对组织变革的接触和实施质量 (高,中等,低).
- 分析按工作功能分层:办公室工作,与人工作和生产.
主要成果:
- 超过一半 (56%) 的员工在过去两年中经历了组织变革;23%的员工考虑提前退休.
- 组织变化在办公室工作中最常见,在涉及直接人员互动的角色中最不常见.
- 与高质量的实施相比,中度或低质量的实施与预期退休的显著提前 (减少0.45-0.71年) 有关.
结论:
- 实施的组织变化质量中等或差,与早期退休期望有关.
- 正确实施的变化并没有对预期的退休年龄产生负面影响.
- 有效的实施策略对于管理组织变革和留住老年员工至关重要.
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