Nagarajan N Renuga, Wada Mineko, Fang Mei Lan, Sixsmith Andrew
1Science and Technology for Aging Research (STAR) Institute, Gerontology Department, Simon Fraser University, #2800-515 West Hastings St., Vancouver, BC V6B 5K3 Canada.
2School of Nursing and Health Sciences, University of Dundee, City campus, 11 airlie pl, Dundee, DD1 4HJ UK.
Eur J Ageing. 2019 Mar 23;16(3):337-361. doi: 10.1007/s10433-019-00499-w. eCollection 2019 Sep.
The ageing of populations worldwide has implications for workforces in developed countries, and labour shortages have increasingly become a political concern. Governments in developed countries have responded by increasing the retirement age as a strategy for overcoming the fall in labour supply. Using bibliometric techniques, we reviewed 122 articles published between 1990 and 2018 to examine the effectiveness of the strategy in addressing the labour shortages and, in particular, to identify the factors that contribute positively to maintaining worker participation within an ageing workforce at an organizational level. The results identified five organizational factors that support continued participation: health, institutions, human resource management, human capital and technology tools. Employers will increasingly need to develop "age-friendly" workplaces and practices if they are to recruit and retain older workers.
全球人口老龄化对发达国家的劳动力产生了影响，劳动力短缺日益成为一个政治关切问题。发达国家政府已通过提高退休年龄来应对，以此作为克服劳动力供应下降的一项策略。我们运用文献计量技术，回顾了1990年至2018年间发表的122篇文章，以考察该策略在解决劳动力短缺方面的有效性，特别是确定在组织层面上对维持老龄化劳动力中的工人参与度有积极贡献的因素。研究结果确定了支持持续参与的五个组织因素：健康、制度、人力资源管理、人力资本和技术工具。雇主若要招聘和留住老年工人，将越来越需要打造“对年龄友好”的工作场所和做法。
