Sánchez Mariano, Díaz Pilar
Facultad de Ciencias Políticas y Sociología, Universidad de Granada, 18071 Granada, Spain.
Facultad de Relaciones Laborales y Recursos Humanos, Universidad de Granada, 18071 Granada, Spain.
Eur J Ageing. 2021 Sep 24;19(3):509-519. doi: 10.1007/s10433-021-00650-6. eCollection 2022 Sep.
In recent years, due to population ageing, the European Union has promoted active ageing policies as a means to encourage workers to delay labour market exit. Our paper explores what active ageing means to social partners (employers, managers and workers) in Spain and also the viability of implementing an active ageing culture in organizations. We used a qualitative case study methodology to identify perceptions regarding obstacles and facilitators in the adoption of an active ageing culture in different production sectors, as well as responses to active ageing policies. Data-generating workshops were held with employees and managers of four types of companies located in the south of the country. Perceived obstacles to active ageing were more organizational than individual in nature. Some of these obstacles gave rise to a kind of forced active ageing in a context in which the previous predominant message had been to retire as early as possible. Job adaptation was perceived as both an obstacle and a facilitator. Increasing recognition of older workers and raising their motivation to extend their working lives were found to be important pending tasks. In contexts of high unemployment, active ageing often remains largely unknown within productive organizations, and the idea of retiring as soon as possible continues to guide many workers. In these circumstances, the implementation of top-down, uniform active ageing policies has proven to be of limited efficacy. Awareness campaigns and initiatives aimed at improving older workers' health and abilities should be launched as complementary active ageing strategies.
The online version contains supplementary material available at 10.1007/s10433-021-00650-6.
近年来，由于人口老龄化，欧盟推行了积极老龄化政策，以此鼓励劳动者推迟退出劳动力市场。我们的论文探讨了积极老龄化对西班牙社会伙伴（雇主、管理人员和工人）意味着什么，以及在组织中实施积极老龄化文化的可行性。我们采用定性案例研究方法，以确定不同生产部门在采用积极老龄化文化方面对障碍和促进因素的看法，以及对积极老龄化政策的反应。我们与该国南部四种类型公司的员工和管理人员举办了数据生成研讨会。人们认为，积极老龄化的障碍更多是组织层面而非个人层面的。其中一些障碍在之前主要信息是尽早退休的背景下导致了一种被迫的积极老龄化。工作适应性被视为既是障碍也是促进因素。人们发现，提高对老年劳动者的认可度并增强他们延长工作寿命的动力是重要的待办任务。在高失业率的情况下，积极老龄化在生产性组织中往往仍很大程度上不为人知，尽早退休的观念继续主导着许多工人。在这种情况下，自上而下的统一积极老龄化政策已被证明效果有限。应开展提高老年劳动者健康和能力的宣传活动及倡议，作为补充性的积极老龄化战略。
在线版本包含可在10.1007/s10433-021-00650-6获取的补充材料。
