Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

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3. Institutional and Socio-economic Framework of Early Exit 3.1. Country Models In chapter 2., I depicted two analytical models. One was centred on the firm level (Fig. 1), the other on the individual worker (Fig. 2). Both are located within the framework of actor-centred institutionalism and depict the process of decision-making with regard to late or early exit from the labour market. In this section, I want to complement my analysis with an institutional model (Fig. 3). It depicts the way the policy of state actors and the institutional context are translated into firm policies and ultimately result in employment rates and the average retirement age at aggregated national level. The analytical model is based on the actor-centred institutionalism of Mayntz and Scharpf (1995). That approach advocates a multi-level observation. In my case, I analyse the effect of institutional regulations (macro level) on firms´ personnel policy towards older workers (micro level). The institutional framework constitutes opportunities and restrictions for the action of corporate actors, social partners and individual workers. In turn, the institutional framework is itself influenced by the interaction between firms, social partners and state actors. I however assume that social partners and firms do not have direct influence on institution-forming but exert that kind of influence indirectly, via interrelation with state actors. The actor composition is different in the case of Poland and Germany. In Germany, works councils negotiate with management the shape of personnel policy by power of the institution of co-determination. Collective agreements set up by external bargaining parties (employers´ associations and trade unions) set minimum standards in that respect. In Poland, branch-level agreements are relatively seldom; therefore the main arena of negotiations takes places within the firm. Here, often several trade unions compete for power and bargain with the management. 41
Figure 3: Country-specific analytical models I shall analyse the trickling-down of institutional regulations to firms and their translation within the ´black box´ of corporate policy into tangible personnel policy measures towards older workers. Those directions of impact are highlighted in the above model (Fig. 3) with a bold arrow. The dash lines depict a phenomenon which will not be the subject of my analysis, namely the way the firms and social partners set agendas for action 42
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 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
Page 51: strategy´, resp. ´muddling throug
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
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Difficulties with recruitment of qu
Page 119 and 120:
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
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
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tear. However, the externalisation
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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
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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
Page 161 and 162:
older workers, without further adju
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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
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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
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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
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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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