ISSN 1008-2204
CN 11-3979/C
阳义南, 张在冉. 实施延迟退休对企业组织与员工的影响、共因及引导政策[J]. 北京航空航天大学学报社会科学版, 2023, 36(3): 123-132. DOI: 10.13766/j.bhsk.1008-2204.2023.0322
引用本文: 阳义南, 张在冉. 实施延迟退休对企业组织与员工的影响、共因及引导政策[J]. 北京航空航天大学学报社会科学版, 2023, 36(3): 123-132. DOI: 10.13766/j.bhsk.1008-2204.2023.0322
YANG Yinan, ZHANG Zairan. Impact, Influencing Factors, and Guiding Policies of Implementing Delayed Retirement on Enterprise Organizations and Employees[J]. Journal of Beijing University of Aeronautics and Astronautics Social Sciences Edition, 2023, 36(3): 123-132. DOI: 10.13766/j.bhsk.1008-2204.2023.0322
Citation: YANG Yinan, ZHANG Zairan. Impact, Influencing Factors, and Guiding Policies of Implementing Delayed Retirement on Enterprise Organizations and Employees[J]. Journal of Beijing University of Aeronautics and Astronautics Social Sciences Edition, 2023, 36(3): 123-132. DOI: 10.13766/j.bhsk.1008-2204.2023.0322

实施延迟退休对企业组织与员工的影响、共因及引导政策

Impact, Influencing Factors, and Guiding Policies of Implementing Delayed Retirement on Enterprise Organizations and Employees

  • 摘要: 国家“十四五”规划和党的二十大报告分别提出要“逐步延迟法定退休年龄”和“实施渐进式延迟法定退休年龄”。在中国延迟退休政策过程中,企业和员工的主体角色常被忽视,拟施行的延迟退休方案又往往柔性不足且针对性不强。在梳理国内外企业组织与员工层面的延迟退休研究基础上,分析了实施延迟退休对企业组织与员工的影响、共因及引导政策,结果发现:就学术层面而言,整体上缺乏对企业管理者、雇主的延迟退休态度、意愿或行为的研究;就国家层面而言,延迟退休不仅需要做好政策顶层设计,更需要考虑企业、员工的客观实情和利益诉求;就组织层面而言,退休政策、组织规模、组织文化与氛围、人力资源战略与实践体系、年长职工管理能力、人职匹配管理等因素显著影响年长员工的退休决策;就员工层面而言,职业目标实现度、感知组织支持、领导风格、职业生涯周期、工作压力、工作动机、自主时间安排、工作满意度、工作价值与意义等因素也显著影响年长员工的退休决策。

     

    Abstract: The national “14th Five-Year Plan” and the report to the 20th National Congress of the Communist Party of China propose “raising the statutory retirement age in a phased manner” and “gradually raising the statutory retirement age” respectively. In the process of implementing delayed retirement policy in China, the main roles of enterprises and employees are often overlooked, and the proposed delayed retirement plan is often not flexible and not highly targeted. Based on the review of the studies on delayed retirement at the levels of organizations and employee at home and abroad, this paper analyzes the impact, influencing factors and guiding policies of implementing delayed retirement on enterprise organizations and employees. The results show that at the academic level, there are few studies on the attitude, willingness or behavior of enterprise managers and employers to delayed retirement. At the national level, delayed retirement not only requires a good top-level design in policies, but also needs to consider the objective facts and interests of enterprise and employees. At the organizational level, factors such as retirement policy, organizational scale, organizational culture and atmosphere, human resources strategy and practice system, management ability of elderly employees, and human-job matching management, significantly affect the retirement behavior of elderly employees. In addition, at the employee level, factors like achievement of career goals, perceived organizational support, leadership style, career cycle, work pressure, work motivation, autonomous time arrangement, work satisfaction, work value and meaning also have a great effect on the retirement behavior of the elderly employees.

     

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