European Policy Analysis Volume 2, Number 1, Spring 2016 | Page 74
Policy and Decision to Retire in Central and Eastern European Countries
take the decision to work or not after reaching
a retirement age in an individual period. The
secondary analysis of the statistical data of
Eurostat allows us to compare real data with
the subjective data from the surveys ESS5
and Eurobarometer.
For the analyses of the descriptive
statistics, data from ESS5 and Eurobarometer
76.2, binary logistic regression is used.
For the binary logistic regression,
“like to work after pension entitlement” was
selected as a dependent variable. After the
measurement of the Pearson correlation
between independent (as independent were
selected all variables in Eurobarometer 76.2
related to working condition, job security,
employment) and dependent variables,
only independent variables were selected,
which correlated higher with the dependent
variable. For the binary logistic regression,
the selected variables as independent are
as follows: aged 55+ stop working: places
not adapted; aged 55+ stop working: lack
of modern skills; aged 55+ stop working:
exclusion from training; aged 55+ stop
working: view of employers; aged 55+ work
qualities: reliability; aged 55+ work qualities:
experience; aged 55+ work qualities: up
to date; aged 55+ work qualities: decision
making; aged 55+ work qualities: teamwork
ability; aged 55+ work qualities: problem
solving; aged 55+ work qualities: open to
new ideas; aged 55+ work qualities: cultural
competence; aged 55+ work qualities:
flexibility; aged 55+ work qualities:
productivity; aged 55+ work qualities: stress
handling; aged 55+ work qualities: creativity;
age discrimination at work: experienced;
age discrimination education: experienced.
All independent variables in the model of
binary logistic regression were statistically
significant. The meaning of the coefficient B
is indicated. Only those variables, whose B
values are >0.5 are indicated.
The research was limited by variables
selected from the Eurobarometer 76.2
survey, so the conclusions of this research
can be tested by further research using
different dataset. The control variables, such
as age, gender, and education, were not used
in this research, so their influence has to be
tested in further research studies.
Employment Policies for Older
Employees in Central and Eastern
European Countries
E
mployment protection. Despite the
fact that older employees in selected
countries enjoyed relatively high
employment protection (as was described
in the first section), the general institutional
framework for them in the most of the
analyzed countries remained “employmentunfriendly.” The brief analysis of the national
actions aimed at protecting the employment
of the older people in the selected countries
showed more employment discouraging
factors. Most of the countries were applying
attractive early retirement schemes during
the reference period. The possibility of
applying flexible work forms to the old age/
pension age people was also limited.
For example, the mechanism of early
retirement was preventing older people from
the extension of working life in Hungary,
Estonia, the Czech Republic, Slovenia,
and Poland (till 2008, when the Act of 19
December 2008 on bridge pensions was
adopted). In Slovenia, the existing culture
of early retirement is preventing older
workers from work–life extension, and also
reinforced by the Pension and Disability
Insurance Act (2006), there are numerous
options for lowering the pensionable age
limit (Feifs et al. 2013). Domadenik et
al. (2009) analyzed the attitudes of the
Slovenian employers toward older workers
within the context of the aging process and
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