Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

In Poland, there exist no in-depth firm-level surveys which touch upon the issues of age
management or retirement, let alone in comparative perspective. However, I can point here
to a qualitative analysis conducted by two colleagues from the ActivAge project (Perek-
Białas/Ruzik 2004a). Another short report of age management practice of Polish firms was
conducted by Rogut et al. (2007). A valuable source of information on the structural,
institutional and demographic determinants of early exit and employment of older workers
are two edited books published by the Demographic Institute at the University of Łódź
(Kowaleski/Szukalski 2004, 2006) and the articles by Halicka/Halicki (2002) and
Golinowska (1993). Żukowski (1998) can be located within the pull perspective on early
exit, within the push perspective – Szubert/Sobala (2005), and both perspectives are unified
in the short analysis of governmental policies conducted by Kryńska (2006). Urbaniak
(1998) analyses labour market and social policy conditions for the continued work of
retirees.
The push and pull thesis of early exit form one of the theoretical foundations of
hypothesis 1 (section 2.1.) and hypothesis 4 (section 2.3.) by stating that both demand-side
and supply-side factors shape retirement transitions.
The neo-classical labour market theory (Soltwedel/Spinanger 1976) utilises the model
of volume adjustment – in contrast to wage adjustment relevant in other neo-classical
approaches. Soltwedel/Spinanger (1976) explain the relatively higher unemployment risk of
older workers, young workers and women with the classic economic assumption that the
more cost-effective alternative in hiring is always favoured. With regard to older workers,
this assumption is based on the ´deficit model´ of old age, which implies that older workers
suffer inescapable losses in productivity bound to calendar age, and on the assumptions of
their higher expectations with regard to wage and their lower occupational and spatial
mobility (1976: 276). The competitive position of older workers is further influenced by
legislative regulations, e.g. dismissal protection, which stabilise their employment situation
to the detriment of younger job applicants (1976: 293).
According to neo-classical labour market theory, older workers are externalised (i.e., not
hired, but laid off or encouraged to exit early) if their efficiency decreases, bringing the
relation between costs and returns out of balance; we assume here that wage adjustment is
banned by collective agreements, as is the case in Germany (Naegele 1992: 377-8). Further
qualification and ageing-friendly re-organisation of workplaces – recommended by social
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