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延迟退休、敬业度与老年员工激励股权激励方案

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延迟退休、敬业度与老年员工激励 Delayed Retirement, Elderly Employee Engagement and Incentive

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摘要人口老龄化背景下,延迟退休政策以及政策效应引发了广泛的讨论。微观企业层面,延迟退休政策实施后,延迟退休政策的直接影响对象--老年员工工作心理与行为受到的影响以及延迟退休政策对企业人力资源管理影响的研究还未见深入。将40岁以上员工分为延迟和不延迟两组,调查其延迟退休决策及其影响因素;比较分析延迟退休决策情境下两组员工工作心理与工作行为特征、敬业度及其影响因素的差异,激励因素及其与敬业度相关关系的差异。研究发现,36%的员工选择延迟退休,具有明显的个人和家庭特征差异;敬业度均值显著高于不延迟退休员工15.24%;员工更注重保健因素而不是激励因素。平均处理效应结果显示,延迟退休的老年员工,选择延迟退休比其选择不延迟退休情境下的敬业度显著高出8.68%;不延迟退休的老年员工,如果得到激励而改变决策,选择延迟退休敬业度会显著增加21.91%。 In the context of population aging, delaying retirement policy as well as its effects attracts widely discussion. At the micro-enterprise level, after the implementation of the policy, its impact both on the direct objects of delaying retirement age-older employees’ working psychology and behavior-and the human resource management of enterprises has not been further studied. This paper divides employees over the age of 40 into delayed and non-delayed groups and investigates the decision-making of delayed retirement as well as its influencing factors, and compares and analyzes the difference of working psychology and behavior, engagement and influencing factors among the two groups of employees in the situation of delaying retirement, as well as the difference between motivators and their relationship with engagement. The study finds that 36% of employees choose delayed retirement with obvious differences in personal and family characteristics, whose engagement mean is significantly 15.24% higher than that of non-delayed retirees, and the employees pay more attention to hygiene factors rather than motivation ones. The results of average treatment effect show that for elderly employees of delayed retirement, the engagement of choosing to delay retirement is significantly 8.68% higher than choosing not to delay. In contrast, for elderly employees without delaying retirement age, if their decision-making is changed due to receiving motivation, the engagement to choose delayed retirement would increase 21.91% significantly.

作者刘敏余江龙 LIU Min;YU Jianglong(School of Business,Northwest Normal University,Lanzhou 730070,China)

机构地区西北师范大学商学院

出处《经济与管理评论》 CSSCI 北大核心 2019年第6期14-25,共12页 Review of Economy and Management

基金国家自然科学基金地区基金项目“西部民族地区企业包容性氛围营造及其对员工绩效的影响机制研究——以甘肃省临夏回族自治州为例”(71662027) 教育部人文社会科学研究西部和边疆地区青年基金项目“西部民族地区企业人力资源管理实践、民族多样性氛围与员工绩效——以甘肃省民族地区为例”(15XJC630002)。

关键词延迟退休敬业度老年员工激励内生转换模型 Delayed retirement Engagement Incentives for elderly employees Endogenous switching regression model

分类号 F241.34 [经济管理—劳动经济][经济管理—国民经济]

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延迟退休、敬业度与老年员工激励股权激励方案

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