- Page 1: Chances and Barriers for the Prolon
- 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 and 20: Figure 1: Firm-level decisions and
- Page 21 and 22: Figure 2: Decisions and actions wit
- 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
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Figure 3: Country-specific analytic
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3.2.1. Overview of Changes in Pensi
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the early retirement scheme, and fi
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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
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supported with regard to the age of
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firms have an even longer protectio
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standard retirement age, the option
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A striking feature in most firms is
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A polarisation in exit preferences
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espective improvements in several H
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That analysis evidently demonstrate
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Figure 13: Procedure of translating
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policy, as they have experience on
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each firm would be needed. From the
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working conditions). Also instituti
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of home country nationals in manage
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European corporation which is very
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Figure 14: Firm typology Firm label
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The qualitative support for the hyp
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eacted to pension reforms which sou
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Germany are more successful in prot
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older workers, but I nevertheless u
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5. Barriers and Opportunities for P
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At firm level, the neo-classical la
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go policies´ (Schömann 2006: 135)
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differences in EU impact are visibl
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prevention does not play a role yet
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from coal heating to gas and oil, r
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innovative ideas of work-life balan
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term orientated, personnel policy r
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Badura, Bernhard; Schellschmidt, He
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Brown, Halina Szejnwald; Angel, Dav
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Dunn, Suzanne, 2005: “Effective S
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Frerichs, Frerich; Bögel, Jan (eds
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Heidenreich, Martin, 1991: "Verallg
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Kistler, E.; Ebert, A.; Guggemos, P
- Page 263 and 264:
Marstedt, Gerd et al., 2003: Alt we
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etrieblicher Personalpolitik und st
- Page 267 and 268:
Rustemeyer, Ruth, 1992: Praktisch-m
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Stettes, Oliver, 2007: Impact of Co
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Weitbrecht, Hansjörg, 2003: „Hum
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Annex A: Interview Guidelines (Exam
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early retirement scheme, freeze on
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Annex B: Short Firm Questionnaire (
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Annex C: Constructing Firm Typologi