Age-friendly human resource practices: a comparison of Baltic and Nordic countries

IF 2.4 4区 管理学 Q3 MANAGEMENT
Oleksandr Dorokhov, Krista Jaakson, Liudmyla Dorokhova
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引用次数: 0

Abstract

Purpose

Due to population ageing, the European Union (EU) has adopted active ageing as a guiding principle in labour and retirement policies. Among the strategies for active ageing, age-friendly workplaces play a crucial role. This study compares age-friendly human resource (HR) practices in the Baltic and Nordic countries. The latter are pioneers in active ageing, and as the employment rate of older employees in the Baltics is like that in the Nordic countries, we may assume equally age-friendly workplaces in both regions.

Design/methodology/approach

We used the latest CRANET survey data (2021–2022) from 1,452 large firms in seven countries and constructed the fuzzy logic model on age-friendliness at the workplace.

Findings

Despite a high employment rate of older individuals in the Baltics, HR practices in these countries fall short of being age-friendly compared to their Nordic counterparts. Larger firms in the Nordic countries excel in every studied aspect, but deficiencies in the Baltics are primarily attributed to the absence of employer-provided health and pension schemes. The usage of early retirement is more frequent in the Nordic countries; however, its conceptualisation as an age-friendly HR practice deserves closer examination. Our findings suggest that the success of active ageing in employment has translated into age-friendly HR practices in larger organisations in the Nordics, but not in the Baltics. It is likely that high employment of older individuals in Estonia, Latvia and Lithuania is a result of the relative income poverty rate.

Originality/value

Our model represents one of the few attempts to utilise fuzzy logic methodology for studying human resource practices and their quantitative evaluation, especially concerning age-friendly workplaces.

对老年人友好的人力资源做法:波罗的海和北欧国家的比较
目的由于人口老龄化,欧洲联盟(欧盟)已将老有所事作为劳动和退休政策的指导原则。在积极老龄化战略中,对老年人友好的工作场所起着至关重要的作用。本研究比较了波罗的海国家和北欧国家的老年友好型人力资源(HR)实践。北欧国家是积极应对老龄化的先行者,波罗的海地区老年雇员的就业率与北欧国家相同,因此我们可以假定这两个地区的工作场所同样对老年人友好。北欧国家的大型企业在所研究的各个方面都表现出色,但波罗的海国家的不足之处主要在于缺乏由雇主提供的医疗和养老金计划。在北欧国家,提前退休的使用更为频繁;然而,将其概念化为一种年龄友好型人力资源实践的做法值得进一步研究。我们的研究结果表明,在北欧的大型组织中,积极老龄化就业的成功已转化为对老年人友好的人力资源实践,但在波罗的海地区却没有。在爱沙尼亚、拉脱维亚和立陶宛,老年人的高就业率很可能是相对收入贫困率的结果。原创性/价值我们的模型是利用模糊逻辑方法研究人力资源实践及其定量评估的少数尝试之一,尤其是在对老年人友好的工作场所方面。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.40
自引率
9.70%
发文量
38
期刊介绍: The Baltic region has experienced rapid political and economic change over recent years. The challenges to managers and management researchers operating within the area are often different to those experienced in other parts of the world. The Baltic Journal of Management contributes to an understanding of different management cultures and provides readers with a fresh look at emerging management practices and research in the countries of the Baltic region and beyond.
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