Are the Quality of Organizational Changes Associated with Expected Retirement-Age Among Senior Employees?
Downsizing
Early retirement
Implementation
Reorganizations
Restructuring
Retirement intentions
Journal
Journal of occupational rehabilitation
ISSN: 1573-3688
Titre abrégé: J Occup Rehabil
Pays: Netherlands
ID NLM: 9202814
Informations de publication
Date de publication:
24 Oct 2024
24 Oct 2024
Historique:
accepted:
24
09
2024
medline:
25
10
2024
pubmed:
25
10
2024
entrez:
24
10
2024
Statut:
aheadofprint
Résumé
Major organizational changes may be associated with both positive and negative uncertainty in working life. This study described the prevalence of organizational changes (reorganizations or round of layoffs) within different job functions in Denmark and investigated whether quality of the implementation process (measured as "information", "involvement" and "consent") was associated with employees' expectations regarding retirement age. A representative sample of older Danish employees ≥ 50 years (n = 12,269) replied to a questionnaire survey in 2020. In cross-sectional analyses, we compared employee's expected retirement age being either not exposed to organizational changes or exposed to implementation processes of high, moderate or low-quality, respectively. Analyses were further stratified for job function: office work, work with people and work in the field of production. More than half (56%) of the employees had experienced organizational changes within the past 2 years, and 23% of those effected reported that the changes had led to considerations of earlier retirement. Organizational changes were most prevalent within office work, and least prevalent within the job function working with people. The analyses showed significantly lower expected retirement age when the implementation process had been of moderate (mean reduction of 0.45 years) or low quality (mean reduction of 0.71 years) compared to high quality implemented changes. Experiences of organizational change processes of moderate or poor quality were associated with expectations of earlier retirement, while well implemented changes were not. This study underscores the importance of good implementation when changes at the organizational level are needed.
Identifiants
pubmed: 39448417
doi: 10.1007/s10926-024-10241-8
pii: 10.1007/s10926-024-10241-8
doi:
Types de publication
Journal Article
Langues
eng
Sous-ensembles de citation
IM
Informations de copyright
© 2024. The Author(s).
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