Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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Table 1: Crucial pension and labour market incentives and disincentives in Germany and Poland externalisation (keeping older workers from the labour market) internalisation (integration of older workers on the labour market) labour demand side labour supply side labour demand side labour supplyside Positive incentives 59 rule, pre-retirement (Vorruhestand), early retirement scheme (Altersteilzeit) seniority pensions, old-age pensions for the severely handicapped; pre-retirement benefits, seniority pensions for women, early retirement pensions for workers performing work of ´special character´ or ´under special conditions´ (substituted for some groups of workers with ´bridging pensions´ since 2009) wage subsidies for firms, exemption from contribution to unemployment insurance, qualification subsidies, broader opportunities for fixed-term contracts, 1-Euro jobs for persons above 58 for 3 years; intervention work of longer duration (2-4 years) and with partial refunding of labour costs wage subsidy when taking up a lower paid job (until 2008), opportunities for combining work and drawing a partial pension, pension accruals for postponed retirement, opportunities for part-time employment, rehabilitation measures; increase of earnings to the level of minimum wages, opportunities for combining work and drawing a partial pension, training pensions for people threatened by permanent work incapacity, rehabilitation measures Negative incentives prohibition of the deployment of incapacitated workers at certain workplaces (both countries) implicit tax on continued employment dismissal protection (loosened in favour of ´top performers´), seniority payment, downgrading protection, §147a SGB III (abandoned), anti-discrimination legislation; anti-discrimination legislation, dismissal protection prior to retirement (extended from 2 to 4 years) lowered criterion of what jobs are ´bearable´ for job-seekers, shortened period of receipt of the earnings-related unemployment benefit; restrictive rules for granting disability pensions; increase of retirement ages, pension deductions in case of early retirement; restrictive rules for granting disability pensions and for pre-retirement benefits, dismantling of early retirement pensions for women and for younger workers from certain professions; new pension system which honours longer contribution periods (phasing in) Source: original idea adapted from Offe/Hinrichs (1984: 81-82); own additions, updating and extension to Poland (text with grey background). The institutional framework of employment and retirement is filtered at the workplace level (Elster 1979: 1<strong>12</strong>-117) and exerts an impact on the individual worker (Fig. 2). 9
Figure 2: Decisions and actions with regard to early/late exit made by the individual The individual worker does however not only react to decisions made at firm level but makes decisions on his/her own which, in turn, influence the firm´s decisions (via perceived retirement preferences and willingness to work, as depicted in Fig. 2 and 3). The worker decides whether to stay on the job in the framework of ´pushing out´ exerted at firm level, the retirement incentives or available alternative exit pathways enabled by the institutional setting, and his/her individual motives for staying on the job (e.g. work ethos), or whether to ´jump out´ (e.g. due to a high value of leisure). 2.1. Explanations at Statutory Level The state (inter al. the legislator, the government and courts) is an active actor in the field of early exit. E.g., in EU countries, governments supported the development and utilisation of early retirement schemes during labour market downturns, so the decision was not made by the companies alone (Hinrichs/<strong>Aleksandrowicz</strong> 2005: 4). For my analysis, a broader analytical framework is therefore needed, which encompasses not only firm and 10
Page 1 and 2: Chances and Barriers for the Prolon
Page 3 and 4: Acknowledgments I would like to tha
Page 5 and 6: Table of Contents 1. Introduction 1
Page 7 and 8: 5.2. Determinants at Establishment
Page 9 and 10: List of Tables Table 1: Crucial pen
Page 11 and 12: LIST OF ABBREVIATIONS ATZ - Alterst
Page 13 and 14: older workers, and to preserve thei
Page 15 and 16: Germany and Poland were chosen as c
Page 17 and 18: under the factual minimum standards
Page 19: Figure 1: Firm-level decisions and
Page 23 and 24: about by profit considerations in t
Page 25 and 26: concomitantly, the related opportun
Page 27 and 28: - retirement ages/age limits (Kohli
Page 29 and 30: In Poland, there exist no in-depth
Page 31 and 32: workers (´problem group´) and tre
Page 33 and 34: the view to structural factors and
Page 35 and 36: The authors sought to analyse wheth
Page 37 and 38: imposed in Germany, despite being b
Page 39 and 40: 2.4. Explanations at Collective Bar
Page 41 and 42: 2.5. Conclusions The depicted theor
Page 43 and 44: the development of qualitative meth
Page 45 and 46: concrete, context-based knowledge (
Page 47 and 48: I had originally intended to focus
Page 49 and 50: I chose the software MAXqda for thi
Page 51 and 52: strategy´, resp. ´muddling throug
Page 53 and 54: Figure 3: Country-specific analytic
Page 55 and 56: 3.2.1. Overview of Changes in Pensi
Page 57 and 58: the early retirement scheme, and fi
Page 59 and 60: pathway, the flexible and partial p
Page 61 and 62: was utilised already since the late
Page 63 and 64: 3.2.2. Overview of Changes in Labou
Page 65 and 66: criteria of what jobs are they are
Page 67 and 68: With regard to the legal and collec
Page 69 and 70: Figure 4: Inflows of men into the p
Page 71 and 72:
of the average retirement age by on
Page 73 and 74:
Figure 8: Employment rates of older
Page 75 and 76:
Institutional changes have also had
Page 77 and 78:
environment, prevention of health i
Page 79 and 80:
urdens of the workforce and suggest
Page 81 and 82:
ased on social insurance and their
Page 83 and 84:
Moreover, “pensions of persons wo
Page 85 and 86:
granted to unemployed women aged 58
Page 87 and 88:
not promote a prolongation of worki
Page 89 and 90:
education vouchers for workers 45+
Page 91 and 92:
force had a low work ethos, low wor
Page 93 and 94:
Figure 9: Annual numbers of recipie
Page 95 and 96:
pensioners decreased by 41 per cent
Page 97 and 98:
Figure 11: Employment rates of olde
Page 99 and 100:
preferred way of exit due to easy a
Page 101 and 102:
espective constituency and inhibits
Page 103 and 104:
Figure 12: Fulfilment of Stockholm
Page 105 and 106:
whom a separate pension system is m
Page 107 and 108:
conducive towards the prolongation
Page 109 and 110:
Due to the negligence in the field
Page 111 and 112:
The position of older workers on th
Page 113 and 114:
fact in Germany rather than in Pola
Page 115 and 116:
2) the supply-side orientated inter
Page 117 and 118:
Difficulties with recruitment of qu
Page 119 and 120:
learning to the needs of older pers
Page 121 and 122:
(Schmidt/Gatter 1997: 168), in Pola
Page 123 and 124:
4.2.1. Presentation of the Studied
Page 125 and 126:
Firm DE-14 Man. of Transport Equipm
Page 127 and 128:
opinions by adding that similar tra
Page 129 and 130:
Table 16: Focus of personnel policy
Page 131 and 132:
4.2.3. Recruitment Practice Good pr
Page 133 and 134:
egardless of their individual capab
Page 135 and 136:
“The movements within the firm -
Page 137 and 138:
epresentative or manager). However,
Page 139 and 140:
The interview guideline for my firm
Page 141 and 142:
tear. However, the externalisation
Page 143 and 144:
publicly owned firms (Firm DE-1, Fi
Page 145 and 146:
At aggregate level, the existence o
Page 147 and 148:
means for „exchanging the old for
Page 149 and 150:
Box 4: Good practice in employee ex
Page 151 and 152:
combination of the receipt of unemp
Page 153 and 154:
where workers cancelled the previou
Page 155 and 156:
and the agitation by the works coun
Page 157 and 158:
and on the other side, externalisat
Page 159 and 160:
severance payment in case of the 58
Page 161 and 162:
older workers, without further adju
Page 163 and 164:
ationalisation, and foster adaptive
Page 165 and 166:
with a health management professor
Page 167 and 168:
only limited impact (and interest)
Page 169 and 170:
those who cannot was reported by fi
Page 171 and 172:
I made out some forms of irrational
Page 173 and 174:
Another result of my studies, which
Page 175 and 176:
sections of this work. At aggregate
Page 177 and 178:
Table 20: Establishments studied in
Page 179 and 180:
4.3.2. Overall human resource manag
Page 181 and 182:
wages, jubilee awards, or a longer
Page 183 and 184:
dominate over measures which treat
Page 185 and 186:
education, computer literacy, knowl
Page 187 and 188:
the recruitment practice. In the ab
Page 189 and 190:
To sum up, applicants over 50 are t
Page 191 and 192:
training is provided for persons
Page 193 and 194:
Neither hypothesis 2A nor hypothesi
Page 195 and 196:
an occupational safety inspector. B
Page 197 and 198:
The internalisation strategy - job
Page 199 and 200:
supported with regard to the age of
Page 201 and 202:
firms have an even longer protectio
Page 203 and 204:
standard retirement age, the option
Page 205 and 206:
A striking feature in most firms is
Page 207 and 208:
A polarisation in exit preferences
Page 209 and 210:
espective improvements in several H
Page 211 and 212:
That analysis evidently demonstrate
Page 213 and 214:
Figure 13: Procedure of translating
Page 215 and 216:
policy, as they have experience on
Page 217 and 218:
each firm would be needed. From the
Page 219 and 220:
working conditions). Also instituti
Page 221 and 222:
of home country nationals in manage
Page 223 and 224:
European corporation which is very
Page 225 and 226:
Figure 14: Firm typology Firm label
Page 227 and 228:
The qualitative support for the hyp
Page 229 and 230:
eacted to pension reforms which sou
Page 231 and 232:
Germany are more successful in prot
Page 233 and 234:
older workers, but I nevertheless u
Page 235 and 236:
5. Barriers and Opportunities for P
Page 237 and 238:
At firm level, the neo-classical la
Page 239 and 240:
go policies´ (Schömann 2006: 135)
Page 241 and 242:
differences in EU impact are visibl
Page 243 and 244:
prevention does not play a role yet
Page 245 and 246:
from coal heating to gas and oil, r
Page 247 and 248:
innovative ideas of work-life balan
Page 249 and 250:
term orientated, personnel policy r
Page 251 and 252:
Badura, Bernhard; Schellschmidt, He
Page 253 and 254:
Brown, Halina Szejnwald; Angel, Dav
Page 255 and 256:
Dunn, Suzanne, 2005: “Effective S
Page 257 and 258:
Frerichs, Frerich; Bögel, Jan (eds
Page 259 and 260:
Heidenreich, Martin, 1991: "Verallg
Page 261 and 262:
Kistler, E.; Ebert, A.; Guggemos, P
Page 263 and 264:
Marstedt, Gerd et al., 2003: Alt we
Page 265 and 266:
etrieblicher Personalpolitik und st
Page 267 and 268:
Rustemeyer, Ruth, 1992: Praktisch-m
Page 269 and 270:
Stettes, Oliver, 2007: Impact of Co
Page 271 and 272:
Weitbrecht, Hansjörg, 2003: „Hum
Page 273 and 274:
Annex A: Interview Guidelines (Exam
Page 275 and 276:
early retirement scheme, freeze on
Page 277 and 278:
Annex B: Short Firm Questionnaire (
Page 279 and 280:
Annex C: Constructing Firm Typologi
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