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Article
Publication date: 24 August 2020

Jolanta Perek-Bialas, Pnina Dolberg and Joop Schippers

Abstract

Details

International Journal of Manpower, vol. 41 no. 5
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 8 May 2018

Corine Buers, Kasia Karpinska and Joop Schippers

The purpose of this paper is to investigate the opportunities in the labour market for young employees with intermediate-level education by studying which young employees…

Abstract

Purpose

The purpose of this paper is to investigate the opportunities in the labour market for young employees with intermediate-level education by studying which young employees are most likely to be retained and under what conditions managers favour retention.

Design/methodology/approach

Retention decisions are examined by combining a vignette experiment and a survey study. Hypothetical profiles of 252 young employees were rated on their retention desirability by 21 managers, each working in a different organisation. Information on the managers’ characteristics and their organisations were collected in a survey.

Findings

Managers are generally not inclined to suggest retention. Their decisions are highly dependent on their own characteristics and organisational factors, even when young employees perform well and display desirable work-related behaviour.

Research limitations/implications

While the small scale and explorative nature of this study limit its generalisability, this paper highlights the importance of combining information on employees, the organisation and managers; when studying (early) careers and employment decisions.

Practical implications

This study suggests that job retention is only in part within an individual’s control, and the future efforts to combat youth unemployment need to account for organisational and managerial characteristics.

Originality/value

The focus on the employer’s perspective is new to research on early careers, making it a starting point for further lines of exploration. Further, this study provides a comprehensive insight into factors that influence managers’ retention decisions by combining three sets of factors in a single research design.

Details

International Journal of Manpower, vol. 39 no. 2
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 August 1996

Laura den Dulk, Anneke van Doorne‐Huiskes and Joop Schippers

Focuses on how government policy regarding work‐family arrangements affects the labour market position of women and men in the European Union. Discusses the statutory…

Abstract

Focuses on how government policy regarding work‐family arrangements affects the labour market position of women and men in the European Union. Discusses the statutory provisions of three different work‐family arrangements: leave arrangements, child care and part‐time work. Finds that the development of work‐family arrangements differs between member states, although these differences can be placed in a typology of welfare state regimes. To determine whether there is more equality between men and women in countries with a more extensive government policy, uses four indicators: the gender‐related development index of the Human Development Report, female labour participation, wage differences between men and women and segregation in the labour market. Suggests from a review of the indicators that there is a positive relation between the presence of statutory work‐family arrangements and gender equality in the labour market. Notes, however, that occupational segregation is less affected by work‐family arrangements. Concludes that a relation between the use of work‐family facilities and the persistence of segregation seems plausible. Argues that if work‐family arrangements are only available to women or if men do not use the existing facilities, inequality in the labour market will be maintained rather than reduced.

Details

Women in Management Review, vol. 11 no. 5
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 7 September 2012

Kène Henkens and Joop Schippers

The purpose of this paper (overview) is to provide a brief introduction to the topic of active ageing and summarise the seven studies included in this special issue. The…

Abstract

Purpose

The purpose of this paper (overview) is to provide a brief introduction to the topic of active ageing and summarise the seven studies included in this special issue. The authors also acknowledge those who were instrumental in bringing this issue to fruition.

Design/methodology/approach

The International Journal of Manpower's usual double‐blind review process was used to select the seven papers included in this special issue. The papers themselves all have a cross‐national perspective using data from eight European countries. These papers represent a wide variety of designs, methodologies and analytic strategies used to study active ageing in the paid labour force as well as in civil society. The papers make use of large‐scale surveys among employers and volunteers, case studies in organisations, and vital statistics.

Findings

The findings of the studies included in this special issue provide insights into the factors and mechanisms that hamper higher participation levels of older adults in paid employment and civil society, and give suggestions on how to improve their inclusion and how to deal with an ageing workforce.

Originality/value

Taken as a collective, the papers in this special issue help propel forward in significant ways the study of active ageing from an international and interdisciplinary perspective.

Details

International Journal of Manpower, vol. 33 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 7 September 2012

Wieteke S. Conen, Kène Henkens and Joop Schippers

Although policymakers have put great efforts into the promotion of older workers’ labour force participation, quantitative empirical knowledge about employers’ views…

Abstract

Purpose

Although policymakers have put great efforts into the promotion of older workers’ labour force participation, quantitative empirical knowledge about employers’ views towards extension of working lives is limited. The purpose of this paper is to improve the understanding of employers’ attitudes and actions towards extension of working lives, by examining recruitment and retention behaviour towards older workers, employers’ views on the consequences of an ageing workforce, organisational policies, and what governments can do to extend working lives.

Design/methodology/approach

The authors analyse surveys administered to employers in Denmark, France, Germany, Italy, The Netherlands, Poland, Sweden and the UK in 2009.

Findings

It is found that a minority of employers have applied measures to recruit or retain older workers, and employers rather retain than hire older workers. A considerable share of employers, albeit to different degrees per country, associate the ageing of their staff with a growing gap between labour costs and productivity. Employers expecting a larger gap do not apply more organisational measures to either increase productivity or adjust the cost‐productivity balance. Employers may think the cost‐productivity issue is partly for governments to solve; employers expecting a larger cost‐productivity gap consider wage subsidies to be an effective measure to extend working lives.

Originality/value

The paper addresses the employers’ perspective, one that is often neglected compared to attitudes and behaviour of older workers themselves and research on institutional arrangements. This paper is also among the first to report on employers’ policies and practices from a cross‐national perspective.

Details

International Journal of Manpower, vol. 33 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 7 September 2012

Frerich Frerichs, Robert Lindley, Paula Aleksandrowicz, Beate Baldauf and Sheila Galloway

The purpose of this paper is to review good practice examples which promote recruitment and retention of older workers and/or the employability of workers as they age and…

Abstract

Purpose

The purpose of this paper is to review good practice examples which promote recruitment and retention of older workers and/or the employability of workers as they age and to examine pathways of practice.

Design/methodology/approach

Analysis of qualitative data, drawing on a cross‐section selection of 83 good practice case studies in labour organisations in eight European countries: Denmark, France, Germany, Italy, Netherlands, Poland, Sweden and the UK.

Findings

The study presented good practice examples and pathways of practice for the four most frequently found dimensions in the sample (training, lifelong learning and knowledge transfer; flexible working; health protection and promotion and job design; career development and mobility management) as well as examples from small to medium‐sized enterprises (SMEs) (construction) and the public sector (transport) adopting strategies that fall within these dimensions. These examples show that innovative solutions to the challenge of an ageing workforce have been developed with good outcomes, often combining a number of measures, e.g. mobility management, health promotion and knowledge transfer. However, there is an uneven profile of age management debates and company strategies across Europe (with countries such as Germany and the Netherlands being more advanced). There is also some evidence of a standstill or roll‐back of measures during an economic crisis.

Originality/value

The paper reviews organisational measures facilitating the extension of working lives, of which many are longstanding and include sectors previously underrepresented in good practice databases (SMEs, public sector).

Details

International Journal of Manpower, vol. 33 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 7 September 2012

Andrea Principi, Robert Lindley, Jolanta Perek‐Bialas and Konrad Turek

The purpose of this paper is to shed light on organizational perceptions of the advantages and disadvantages of engaging older volunteers, and on how they might best…

Abstract

Purpose

The purpose of this paper is to shed light on organizational perceptions of the advantages and disadvantages of engaging older volunteers, and on how they might best capitalize on the availability of older volunteers in different countries and sectors.

Design/methodology/approach

The paper draws from 74 case studies of voluntary organizations carried out in eight European countries, conducted mainly between spring 2009 and autumn 2010. On‐site interviews adopting common guidelines were carried out with organizational representatives.

Findings

From the organizational perspectives, some disadvantages of engaging older volunteers are: difficulties matching older volunteers to tasks; problems relating to health and declining capacities; the need for special training efforts. Examples of perceived advantages are: considerable knowledge, skills, experience, reliability and strong commitment of older volunteers. In spite of the very different contexts, objectives and notions of “performance”, cost‐benefit assessments of older volunteers do not differ greatly from those generally held by employers about older employees. Countries differ considerably in the recognition of older volunteer potential.

Practical implications

Organizational policies and initiatives to capitalize on the availability of older volunteers are examined in the paper. Country and sector‐related reflections show how different and changing are the environments for volunteering. Policy makers need to recognise these when implementing active ageing policies. Voluntary organizations should raise their awareness of the need for innovation in volunteer management, especially relating to older people.

Originality/value

There has been much research about the experiences of older volunteers and how they benefit from the operations of civil society organizations. The perceptions of the organizations have, however, been neglected and these are explored in this paper.

Details

International Journal of Manpower, vol. 33 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 15 June 2010

Hendrik P. van Dalen, Kène Henkens, Wilma Henderikse and Joop Schippers

This paper aims to examine whether employers' opinions and expectations regarding workers' retirement age are in line with the ideas of the EU‐Member States' governments…

Abstract

Purpose

This paper aims to examine whether employers' opinions and expectations regarding workers' retirement age are in line with the ideas of the EU‐Member States' governments to increase the participation of older workers and to postpone the transition from paid work into retirement at the end of the labour market career.

Design/methodology/approach

A comparative survey was used among employers from five European countries: Greece, Hungary, Spain, The Netherlands and the United Kingdom.

Findings

The authors found that most employers are reluctant in supporting later retirement. Part of this reluctance is the result of the perception that an ageing work force is a burden rather than a boom to organizations.

Originality/value

This study shows that there still is a discrepancy between the aims formulated at the level of the European Union and member state countries with respect to stimulating the labour force participation of older workers and the attitudes of individual employers. In particular, the fact that employers perceive alternative solutions to the challenges of an ageing and shrinking workforce, other than delaying retirement, suggests that most employers will not be a major driving force for extending the working life.

Details

International Journal of Manpower, vol. 31 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 7 September 2012

Dominique Anxo, Thomas Ericson and Annie Jolivet

The purpose of this paper is to analyse the main evolutions and the current situation of the 50‐74 year olds on the labour market in eight European countries (Denmark…

Abstract

Purpose

The purpose of this paper is to analyse the main evolutions and the current situation of the 50‐74 year olds on the labour market in eight European countries (Denmark France, Germany, Italy, The Netherlands, Sweden, Poland and the UK).

Design/methodology/approach

Based on a cross‐country comparative approach, this overview draws on detailed analysis of the situation of older workers and public policies in each of the selected countries but also on a wide range of available studies and statistics on employment and welfare outcomes.

Findings

The eight selected countries display similarities: a u‐shaped pattern of employment rates of older workers (55‐64 years old) over the last 40 years, with an increase since the mid 1990s, the later exit of higher educated workers and the higher prevalence of non‐standard employment contracts among older workers. On the other hand, considerable disparities can be observed regarding the gender gap in employment rate, current employment rates, self‐employment and part‐time employment among older workers.

Social implications

Specific questions will be more acute with the effective postponement of retirement: increasing inequalities between groups of older workers, increasing uncertainty about the age of retirement, the way to keep lower educated workers in their jobs, sustainable working conditions, increasing risks of age discrimination, and impact of care of older relatives.

Originality/value

This paper offers a synthetic overview with a special attention paid to the main features of the countries’ exit patterns at the end of the working life, the prevailing public policies and the specificity of the different national employment and societal models.

Details

International Journal of Manpower, vol. 33 no. 6
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 7 September 2012

Andrea Principi, Carlos Chiatti and Giovanni Lamura

The purpose of this paper is to investigate older volunteers’ motivations, with special focus on country differences, considering the kind of activities carried out and…

Abstract

Purpose

The purpose of this paper is to investigate older volunteers’ motivations, with special focus on country differences, considering the kind of activities carried out and age differences.

Design/methodology/approach

Using the Volunteer Function Inventory (VFI), the authors measured motivations to volunteer of volunteers aged 50 or older, belonging to organizations engaged in the largest activity sectors of three European countries: The Netherlands (n=468), Germany (n=113) and Italy (n=279), for a total sample size of 860 subjects.

Findings

Altruistic motivations are found to be more important for German older volunteers compared to Dutch and Italian older volunteers, but in the latter country they increase with ageing. Older volunteers engaged in selfless activities are more driven by altruistic motivations, especially in Germany and Italy, whereas egoistic motivations on selfish activities are important in all countries. As age increases, older volunteers’ emotional gratification goals are pursued especially in Italy, whereas the desire to pursue new knowledge is greater for younger‐old volunteers in general, but especially in The Netherlands.

Practical implications

The findings are relevant for local, national and European policy makers and NGO‐managers concerned with the issue of recruiting and retaining older volunteers – a crucial issue for promoting active ageing outside the labour market. The results show how motivations influence the decision to volunteer in later life and will enable better planning of appropriate recruitment and retention strategies.

Originality/value

This research represents, to the authors’ knowledge, the first cross‐national investigation based on the VFI tool to specifically analyse the motivations of older volunteers across Europe.

1 – 10 of 22