Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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References Abschlussbericht der Arbeitsgruppe ´Arbeitsbedingungen verbessern – Rentenzugang flexibilisieren´ des SPD-Parteivorstandes und der SPD-Bundestagsfraktion. 12.10.07 (www.sozialpolitik-aktuell.de). AGV Banken, 2003: Tarifverträge für das private Bankgewerbe und die öffentlichen Banken. Köln: Bank-Verlag. AGVerband Stahl e.V.; IG Metall, Bezirksleitung NRW, 2006: Tarifvertrag zur Gestaltung des demographischen Wandels vom 21. September 2006. Gelsenkirchen. Aleksandrowicz, Paula, 2004: Active Ageing and European Labour Markets - Country Report Germany. ActivAge Project Report. Bremen: Zentrum für Sozialpolitik (www.iccrinternational.org/activage/). Aleksandrowicz, Paula, 2006: The Interplay of Retirement Policy and Externalisation Strategies Towards Older Workers in Polish and German Enterprises. ZeS-Arbeitspapier Nr. 1/06, Bremen: Zentrum für Sozialpolitik. Aleksandrowicz, Paula, 2007: „Pension Reforms in Poland since Transition – From Path Dependence to Path Departure”, European Journal of Social Security 9 (4), 323-344. Aleksandrowicz, Paula; Hinrichs, Karl, 2004: Active Ageing and European Pension Systems – Country Report Germany. ActivAge Project Report. Bremen: Zentrum für Sozialpolitik (www.iccr-international.org/activage/). Arbeitnehmerkammer Bremen, 2003: Betriebliche Gesundheitsförderung. Info-Brief Nr. 05. Bremen. Astor, Michael; Jasper, Gerda (eds.), 2001: Demographischer Wandel als Wachstumsbremse oder Chance? - Innovations- und Personalstrategien in den neuen Bundesländern. Öffentlichkeits- und Marketingstrategie demographischer Wandel. Stuttgart: Bundesministerium für Bildung und Forschung. Aust, Judith; Kremer, Stefanie, 2007: "Arbeitsmarktpolitik im Umbruch - Eine Chance für ältere Arbeitnehmer?", WSI-Mitteilungen (3/2007), 115-122. BA = Bundesagentur für Arbeit, 2007: Situation von Älteren am Arbeitsmarkt: Erwerbstätigkeit, Beschäftigung und Arbeitslosigkeit. Nürnberg (http://doku.iab.de/externe/2007/k071009f12.pdf). Bach, Hans-Uwe, 2006: "Aktuelle Arbeitsmarktpolitik für Ältere: Ist ein Paradigmenwechsel schon erkennbar?" IAB Forum (2/06), 74-77. Bäcker, Gerhard; Naegele, Gerhard, 1993: "Geht die Entberuflichung des Alters zu Ende? Perspektiven einer Neuorganisation der Alterserwerbsarbeit." In: Gerhard Naegele; Tews, Hans Peter (eds.): Lebenslagen im Strukturwandel des Alters: alternde Gesellschaft - Folgen für die Politik. Opladen: Westdeutscher Verlag, 135-157. Backes-Gellner, Uschi; Frick, Bernd; Sadowski, Dieter, 1997: „Codetermination and personnel policies of German firms: The influence of works councils on turnover and further training“, The International Journal of Human Resource Management 8 (3), 328-347. Becker, Manfred; unter Mitarbeit von Inéz Labucay und Cindy Kownatka, 2008: Optimistisch altern: Theoretische Grundlagen und empirische Befunde demographiefester Personalarbeit für altersgemischte Belegschaften. München und Mering: Hampp. Badura, Bernhard; Wolfgang Ritter; Michael Scherf, 1999: Betriebliches Gesundheitsmanagement - ein Leitfaden für die Praxis. Forschung aus der Hans-Böckler-Stiftung, 17. Berlin: Ed. Sigma. 239
Badura, Bernhard; Schellschmidt, Henner; Vetter, Christian (eds.), 2003: Fehlzeiten-Report 2002: Demographischer Wandel. Berlin et al.: Springer. Balcerzak-Paradowska, Bożena (ed.), 2003: Praca i polityka społeczna wobec wyzwań integracji. Warszawa: IPiSS. Baltes, Paul B.; Baltes, Margret M., 1990: „Psychological Perspectives on Successful Aging: The Model of Selective Optimization with Compensation“. In: Paul B. Baltes; Margret M. Baltes (eds.): Successful Aging: Perspectives from the Behavioral Sciences. Cambridge: Cambridge University Press, 1-34. Barkholdt, Corinna, 2006: "Umgestaltung der Altersteilzeit von einem Ausgliederungs- zu einem Eingliederungsinstrument", in: Deutsches Zentrum für Altersfragen (ed.): Förderung der Beschäftigung älterer Arbeitnehmer: Voraussetzungen und Möglichkeiten. Berlin: LIT Verlag, 169- 260. Bartscher-Finzer, Susanne; Martin, Albert, 1998: "Die Erklärung der Personalpolitik mit Hilfe der Anreiz-Beitrags-Theorie". In: Martin/Nienhüser (eds.), 113-145. BDA = Bundesvereinigung der Deutschen Arbeitgeberverbände, 2000: Erhöhung der Erwerbsbeteiligung älterer Arbeitnehmer - Ein Diskussionspapier der BDA. Berlin. BDA, 2003a: "Ältere Mitarbeiter im Betrieb: Ein Leitfaden für Unternehmer." Berlin: Bundesvereinigung der Deutschen Arbeitgeberverbände. Berlin. BDA, 2003b: Positionspapier: Erhöhung der Erwerbsbeteiligung älterer Arbeitnehmer. BDA, 2007: „Ältere Arbeitnehmer“, kompakt, Dezember 2007. Beatty, Paulette T.; Visser, Roemer M.S. (eds.): Thriving on an Aging Workforce: Strategies for Organisational and Systemic Change. Maribar/FL: Krieger. Bednarski, Marek, 2003: „Polskie przedsiębiorstwa wobec społecznych wyzwań okresu transformacji i akcesji do Unii Europejskiej“. In: Balcerzak-Paradowska, Bożena (ed.), 145-154. Behrens, Johann, 1999: "Länger erwerbstätig durch Arbeits- und Laufbahngestaltung: Personal- und Organisationsentwicklung zwischen begrenzter Tätigkeitsdauer und langfristiger Erwerbstätigkeit", in: Johann Behrens; Martina Morschhäuser; Holger Viebrok; Eberhard Zimmermann (eds.): Länger erwerbstätig - aber wie? Opladen, Wiesbaden: Westdeutscher Verlag, 71-115. Behrens, Johann, 2003: "Fehlzeit Frühberentung oder: Länger erwerbstätig durch Personalund Organisationsentwicklung", in: Badura/Schellschmidt/Vetter (eds.), 115-136. Bellmann, Lutz, 2005: Betriebliche Einstellung älterer Arbeitnehmer. Nürnberg: IAB (http://doku.iab.de/betriebspanel/ergebnisse/2005_12_09_04_Aeltere.pdf). Bellmann, Lutz; Hilpert, Markus; Kistler, Ernst; Wahse, Jürgen, 2003: "Herausforderungen des demographischen Wandels für den Arbeitsmarkt und die Betriebe", Mitteilungen aus der Arbeitsmarkt- und Berufsforschung, 36. Jg. (2/2003): 133-149. Bellmann, Lutz; Kistler, Ernst; Wahse, Jürgen, 2007: Demographischer Wandel: Betriebe müssen sich auf alternde Belegschaften einstellen. IAB Kurzbericht, Ausgabe Nr. 21. Nürnberg: IAB. Bellmann, Lutz; Leber, Ute; Gewiese, Tilo, 2006: Ältere Arbeitnehmer/innen im Betrieb. Nürnberg: IAB. Benedix, Ulf; Hammer, Gerline; Knuth, Jutta, 2002: Beschäftigung und Qualifizierung älterer Arbeitnehmer und Arbeitnehmerinnen vor dem Hintergrund des demographischen Wandels. EQUIB Monitoring-Bericht 1/2002. Bremen: Institut Arbeit und Wirtschaft. 240
Page 1 and 2:
Chances and Barriers for the Prolon
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Acknowledgments I would like to tha
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Table of Contents 1. Introduction 1
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5.2. Determinants at Establishment
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List of Tables Table 1: Crucial pen
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LIST OF ABBREVIATIONS ATZ - Alterst
Page 13 and 14:
older workers, and to preserve thei
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Germany and Poland were chosen as c
Page 17 and 18:
under the factual minimum standards
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Figure 1: Firm-level decisions and
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Figure 2: Decisions and actions wit
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about by profit considerations in t
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concomitantly, the related opportun
Page 27 and 28:
- retirement ages/age limits (Kohli
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In Poland, there exist no in-depth
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workers (´problem group´) and tre
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the view to structural factors and
Page 35 and 36:
The authors sought to analyse wheth
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imposed in Germany, despite being b
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2.4. Explanations at Collective Bar
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2.5. Conclusions The depicted theor
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the development of qualitative meth
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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
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Figure 3: Country-specific analytic
Page 55 and 56:
3.2.1. Overview of Changes in Pensi
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the early retirement scheme, and fi
Page 59 and 60:
pathway, the flexible and partial p
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was utilised already since the late
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3.2.2. Overview of Changes in Labou
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criteria of what jobs are they are
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With regard to the legal and collec
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Figure 4: Inflows of men into the p
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of the average retirement age by on
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Figure 8: Employment rates of older
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Institutional changes have also had
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environment, prevention of health i
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urdens of the workforce and suggest
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ased on social insurance and their
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Moreover, “pensions of persons wo
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granted to unemployed women aged 58
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not promote a prolongation of worki
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education vouchers for workers 45+
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force had a low work ethos, low wor
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Figure 9: Annual numbers of recipie
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pensioners decreased by 41 per cent
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Figure 11: Employment rates of olde
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preferred way of exit due to easy a
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espective constituency and inhibits
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Figure 12: Fulfilment of Stockholm
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whom a separate pension system is m
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conducive towards the prolongation
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Due to the negligence in the field
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The position of older workers on th
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fact in Germany rather than in Pola
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2) the supply-side orientated inter
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Difficulties with recruitment of qu
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learning to the needs of older pers
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(Schmidt/Gatter 1997: 168), in Pola
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4.2.1. Presentation of the Studied
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Firm DE-14 Man. of Transport Equipm
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opinions by adding that similar tra
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Table 16: Focus of personnel policy
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4.2.3. Recruitment Practice Good pr
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egardless of their individual capab
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“The movements within the firm -
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epresentative or manager). However,
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The interview guideline for my firm
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tear. However, the externalisation
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publicly owned firms (Firm DE-1, Fi
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At aggregate level, the existence o
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means for „exchanging the old for
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Box 4: Good practice in employee ex
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combination of the receipt of unemp
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where workers cancelled the previou
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and the agitation by the works coun
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and on the other side, externalisat
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severance payment in case of the 58
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older workers, without further adju
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ationalisation, and foster adaptive
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with a health management professor
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only limited impact (and interest)
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those who cannot was reported by fi
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I made out some forms of irrational
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Another result of my studies, which
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sections of this work. At aggregate
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Table 20: Establishments studied in
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4.3.2. Overall human resource manag
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wages, jubilee awards, or a longer
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dominate over measures which treat
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education, computer literacy, knowl
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the recruitment practice. In the ab
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To sum up, applicants over 50 are t
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training is provided for persons
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Neither hypothesis 2A nor hypothesi
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an occupational safety inspector. B
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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: term orientated, personnel policy r
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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