European Policy Analysis Volume 2, Number 1, Spring 2016 | Page 92

Policy and Decision to Retire in Central and Eastern European Countries

Table 3. The percentage of all nontraining enterprises, according to the reasons for not
providing CVT, 2010
Total

Too
expensive

Either focus
on IVT than
CVT

Major
training
effort realized in a
previous year

The
existing
skills
and
competences of the persons
employed corresponded to the
current needs of the enterprise

34

31

25

12

77

69

49

37

8

77

28

10

2

7

72

32
60

47
47

14
34

14
16

65
82

48
51

68
15

11
4

11
1

84
73

Romania
Slovenia

78
76
32

43
30
41

39
1
31

16
3
30

81
64
88

Slovakia

31

32

34

25

85

European
Union
(28
countries)
Bulgaria
Czech
Republic
Estonia
Latvia
Lithuania
Hungary
Poland

Source:
Eurostat

is higher in such physical work demanding
sectors, such as mining and quarrying,
construction, transport, and storage.

The factor that reflects direct
discrimination experience at work or
education was significantly influential
only in Hungary, Romania, and Slovakia.
The discrimination experienced lowers the
willingness to work in older age and, on the
othe r hand, positive experience enhances
longer participation in the labor market.
However, as was noticed in the previous
analysis, the respondents recognize the
influential role of the employer (the view of
employer) for the prolongation of working
life (that coincides with Harper’s et al.
(2006) and Davey’s (2008) conclusions).
Unfortunately, the prevailing view of the
employers toward older working people is
still unfavorable. Hence, we can maintain
that organizational policies (including
the provision of training opportunities,
adjustment of the work place,
antidiscrimination actions) are the main

fields to promote longer participation in
the labor market in old age.

Conclusions

T

he research analyzing the decision
of the persons employed to
continue with their current work
career after the retirement age looks into
various circumstances that may influence
this decision. One of the institutional
features is the importance of working
conditions for the willingness to work
after the retirement age. It is usually stated
that the organization of work and the
improvement of the working conditions
have not only a positive effect on the health
of the persons in employment, but they also
increase their willingness to continue with
their working career after the retirement
age. The analysis of the employment
protection emphasizes the different
measures applied for older age persons in
employment and criticizes the limit of the

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