Labour shortages and employer preferences in retaining and recruiting older workers

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-11-29 DOI:10.1108/ijm-05-2023-0233
Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen, Jyri Liukko
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Abstract

Purpose

This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.

Design/methodology/approach

Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.

Findings

Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.

Originality/value

This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.

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劳动力短缺和雇主在保留和招聘老员工方面的偏好
本文调查了当面临合格劳动力短缺时,雇主是否更有可能雇用年长的工人。此外,它还分析了在这种情况下,年龄刻板印象是否会影响雇主对四种就业选择的偏好:(1)支持工人继续工作到退休年龄,(2)鼓励工人继续工作到退休年龄,(3)招聘55岁以上的人,(4)(再)雇用已经退休的人。设计/方法/方法数据来自于2021年对芬兰雇主进行的一项调查(回复率= 66%,N = 1,442)。将因素分析应用于老年员工素质与普通员工素质的比较问题,区分了与经验相关的素质和与适应性相关的素质。估计了广义有序逻辑回归模型,以分析每个就业选择的偏好与经历招聘问题,工作场所年龄刻板印象以及它们之间的相互作用的关系。研究发现,经历招聘问题与招聘退休人员的偏好呈正相关。招聘困难的雇主更有可能支持员工工作到退休年龄,并招聘55岁以上的员工,但前提是他们对老年员工的经验相关素质有高于平均水平的正面看法。如果雇主对年长员工的适应能力有更积极的看法,那么面对招聘困难的雇主更有可能鼓励员工在退休年龄后继续工作。独创性/价值这项研究表明,即使在劳动力短缺和人口老龄化的情况下,工作场所对年龄的刻板印象仍然是雇主充分利用老年劳动力的潜在障碍。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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