scholarly journals Flexibility and security policies for elderly workers: a case study in Vietnam

2020 ◽  
Vol 157 ◽  
pp. 04036
Author(s):  
Thi Mai Huong Doan ◽  
Quynh An Ngo
Keyword(s):  
Older Workers ◽  
Service Sector ◽  
Health Sector ◽  
Working Hours ◽  
Active Ageing ◽  
Main Question ◽  
Elderly Workers ◽  
Flexible Working Hours ◽  
Telecom Service ◽  
Work Security

National policies in Vietnam show policy shifts towards active ageing and to improving flexibility and security in the labour market. The main question relates to the practice and the introduction of these macro policies at the workplace level is how an employer can combine greater flexibility for the organisation as well as work security for older workers. This paper presents the findings of a survey of wage paid elderly workers and human resource officer in Vietnam (Hanoi, Thaibinh, Ninhbinh) (n=39 companies and 428 elderly workers). A flexibility combining security approach for senior workers is most visible in the Vietnam workplaces because of a broader range of facilities such as phased retirement, flexible working hours, education and training, and wage flexible. The survey shows different strategies addressing the issue of older workers. The transport and telecom service sector favour for flexibility in recruitment. The education and health sector are still focused on a ‘relief’ strategy (adapting workload, tasks and working hours), while the construction industry favour and employability policy. Most of the workplace policies for senior workers show passivity in all items favours flexibility of the organisation, only small rate favour employment security for the workers.

scholarly journals Retaining older workers: the effect of phased retirement on delaying early retirement

2015 ◽  
Vol 6 ◽  
Author(s):  
Åsmund Hermansen
Keyword(s):  
Relative Risk ◽  
Older Workers ◽  
Early Retirement ◽  
Working Hours ◽  
Full Time ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Before And After ◽  
Phased Retirement ◽  
The Impact

Introduction: Phased retirement involves reducing working time in the final years before retirement. The aim of phased retirement is to extend working careers and retain older workers who would otherwise opt for full early retirement. This article investigates the effect of offering phased retirement on early-retirement behaviour in Norway.Method: The data used in the analysis covers the period between 2000 and 2010 and comprises all employees between 61 and 62 years of age (N= 18 174) who were employed in any of the 442 companies that participated in a 2010 survey carried out by the Fafo Institute for Labour and Social Research and Respons Analyse AS, a Norwegian research firm. I use a difference-in-differences approach and logistic regression, which enables the measurement of changes in the individual relative risk of retiring full-time on the contractual pension (AFP, avtalefestet pensjon, contractual early-retirement pension,) before and after the introduction of phased retirement as a retention measure.Results: The results show that working in a company that offers reduced working hours for older workers does not have an effect on the relative risk of a 61- or 62-year-old withdrawing a full contractual pension in the next two years of their employment. This result is evident both before and after controlling for a range of known individual risk factors, as well as after controlling for company characteristics.Discussion: In the search for suitable measures for retaining older workers, offering phased retirement may still be part of the answer. Though my analysis does not support the idea that more flexible working hours is a decisive factor for those who choose to opt for full early retirement, a possible next step could be to investigate the impact of offering flexible working hours on the employment duration of those who do remain in employment.

scholarly journals Health-related Work Limitations Among Older Workers—the Role of Flexible Work Arrangements and Organizational Climate

2019 ◽  
Vol 60 (3) ◽  
pp. 450-459 ◽  
Author(s):  
Anushiya Vanajan ◽  
Ute Bültmann ◽  
Kène Henkens
Keyword(s):  
Organizational Climate ◽  
Older Workers ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Limitations ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Health Related

Abstract Background and Objectives Given their increasing prevalence with age, chronic health conditions (CHCs) are substantially affecting older workers and organizations. An important question is whether and how flexible work arrangements and organizational climates may help to reduce the work limitations experienced by older workers. Grounded on the Job Demand–Resource model, we hypothesize that access to flexible work arrangements (working-time flexibility, workplace flexibility, phased retirement) and supportive organizational climates (healthy ageing climate, psychological safety climate) are vital job resources that are associated with fewer health-related work limitations among older workers experiencing CHCs. Research Design and Methods Multilevel data were collected among 5,419 older workers (60–65 years) in 624 organizations in the Netherlands. Perceived health-related work limitations of older workers diagnosed with arthritis (N = 2,330), cardiovascular disease (N = 720), and sleep disorders (N = 816) were analyzed. Results Multilevel ordered logistic regression analyses revealed that perceived access to flexible working hours and a psychologically safe organizational climate was associated with fewer health-related work limitations among older workers with CHCs. Discussion and Implications Facilitating longer working lives is a key policy challenge within organizations, in particular if older workers are constraint by CHCs. This study shows that offering flexible working hours and ensuring a psychologically safe climate, where older workers with health issues are inclined to share their work needs and preferences, are likely to contribute to healthy ageing in the workplace.

scholarly journals Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types

2021 ◽  
Vol 13 (9) ◽  
pp. 4719
Author(s):  
Hiske den Boer ◽  
Tinka van Vuuren ◽  
Jeroen de Jong
Keyword(s):  
Older Workers ◽  
Personal Development ◽  
Working Hours ◽  
Work Characteristics ◽  
Aging Workforce ◽  
Older Employees ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Semistructured Interviews ◽  
Time Work

Due to an aging workforce and an increasing structural labor shortage across Western economies, it is important to design jobs for older workers that support their continued employability. The aim of this qualitative study was to investigate how job type (operational, professional and managerial jobs) influences work characteristics older workers need to continue working. Semistructured interviews were conducted with 21 older (55+) Dutch employees working in the health and education sector. A full thematic analysis of interview transcripts was performed, and work characteristics were identified, coded, categorized and compared to discover patterns of similarities and differences between job types. The results show that job types have a number of work characteristics in common: operational job types share autonomy with managers and client interaction with professionals, and professionals and managers share mentorship. Unique work characteristics for operational roles are supervisor support and comfortable workspace. Professionals especially want to use their expertise and flexible working hours, and managers are different because they value personal development and contact with colleagues. In conclusion, the results show that certain work characteristics have a different impact on the design of future jobs for older workers, depending on the type of job of the employee.

Impact of Flextime on Departure Time Choice for Home-Based Commuting Trips in Austin, Texas

2021 ◽  
pp. 036119812110357
Author(s):  
Mashrur Rahman ◽  
Krishna Murthy Gurumurthy ◽  
Kara M. Kockelman
Keyword(s):  
Service Sector ◽  
Travel Demand ◽  
Unobserved Heterogeneity ◽  
Working Hours ◽  
Home Based ◽  
Flexible Working Hours ◽  
Departure Time ◽  
Departure Time Choice ◽  
Household Travel ◽  
The Impact

An increasing number of corporations and workplaces are providing flexible working hours or flextime for employees, which is expected to reduce congestion by redistributing the temporal pattern of commuters’ departure time. This study examines the impact of flextime on departure time choice using a Bayesian continuous-time hazard duration model. The model accommodates the time-varying effect of covariates and unobserved heterogeneity. Results from the Austin Household Travel Survey collected between 2017 and 2018 show that workers who have a flextime option choose to leave later, with a predominant effect deterring morning peak departures. Other trip and individual-specific variables, such as travelers’ job type, trip duration, number of trips during the travel day, and household income, are found to have significant impacts on departure time choice. The results also show that flextime is more effective in shifting the departure time for retail and service sector employees, for those whose journeys are longer, and for those who perform more daily activities. The findings of this study support the theory that implementing such policies may ease congestion by staggering the travel demand from peak to off-peak hours.

scholarly journals Is Management of Aging Human Resources Worthwhile? Evaluation of an Age Management Model

2015 ◽  
Vol 7 (1) ◽  
pp. 75-95
Author(s):  
Izabela Kołodziejczyk-Olczak ◽  
Anna Sołtys ◽  
Ali Rashidi ◽  
Lynda Scott
Keyword(s):  
Social Relationships ◽  
Older Workers ◽  
Professional Training ◽  
Working Hours ◽  
Training And Development ◽  
Management Model ◽  
Negative Consequences ◽  
Learning And Development ◽  
Flexible Working Hours ◽  
Flexible Working

Abstract Societies are aging. This brings with it a lot of negative consequences and risks to companies. Employers are facing a phenomenon which is not fully recognized, and as a corollary there are no fully developed standards and tools for age management as an implemented strategy and personnel policy. Older workers have different needs and expectations regarding not only working conditions, ergonomics, safety, health care etc., but also with respect to social relationships, communication, career perspectives, professional training and development. These factors, as well as the results of research on aging, should be reflected in the practice of human resource management. The purpose of this article is to show the LIKE Age Management Model (LAMM) in the context of suggested practices and models to date. LAMM contains two types of functions: primary ones regarding recruitment, learning and development, health protection and promotion, exit and transitions to retirement procedures; and supporting ones related with flexible working hours, career development, redeployment and comprehensive approaches. The model has been evaluated on the basis of diverse criteria in the context of the proposed instruments described in the LAMM with respect to functions and possibilities of implementation in enterprises.

Flexible working hours and individual diurnal rhythms

1973 ◽  
Author(s):  
Paula Patkai ◽  
Kerstin Pettersson ◽  
Torbjorn Akerstedt
Keyword(s):  
Working Hours ◽  
Diurnal Rhythms ◽  
Flexible Working Hours ◽  
Flexible Working

Older workers in the Russian labor market: Trends in employment reallocation

2019 ◽  
pp. 5-34
Author(s):  
Anna L. Lukyanova ◽  
Rostislav I. Kapeliushnikov
Keyword(s):  
Older Workers ◽  
Service Sector ◽  
Age Groups ◽  
The Elderly ◽  
Education And Health ◽  
Job Opportunities ◽  
Intellectual Labor ◽  
Market Trends ◽  
Trade Education ◽  
The One

The paper analyzes changes in job opportunities of older workers in Russia in the period 2005—2017. The study uses the data from the Russian Labor Force Survey conducted by Rosstat. Changes in the occupational and industrial composition of elderly workers follow the trends pursued by other age groups: employment shifts from low- to high-skilled occupations, from physical to intellectual labor, and from material production to the service sector. We find a stronger polarization among older workers as their occupational structure is biased in favor of, on the one hand, the most and, on the other hand, the least qualified types of jobs. Employment of the elderly has fallen sharply in agriculture and manufacturing with a significant increase in trade, education, and health. Although the employment structure of older workers is generally more “traditionalist”, recent decades have witnessed its transformation in “progressive” directions, similarly to other age groups. These findings suggest that the legislated increase in the state retirement age is not likely to give rise to sizeable unemployment among the elderly. Most of them will be able to work in the occupations and industries previously dominated by young and prime-age workers.

scholarly journals Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits

2021 ◽  
Vol 10 (1) ◽  
pp. 9
Author(s):  
Charlotte K. Marx ◽  
Mareike Reimann ◽  
Martin Diewald
Keyword(s):  
Organizational Culture ◽  
Working Hours ◽  
Work Life ◽  
Job Quality ◽  
Lower Probability ◽  
Home Based ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Flexibility Measures ◽  
The Impact

Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.

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