Longer working lives – what do they mean in practice – a case of the Baltic countries

Abstract

PurposeThe article seeks to contribute to a better understanding of older people's situation in the labour market in three Baltic countries – Estonia, Latvia and Lithuania. Three Nordic countries are taken as a reference point to compare the countries in order to better understand the situation from a comparative point of view. The article asks the questions: Does a longer working life for older people contribute to their better economic situation? How satisfied are they with a longer working life and their working conditions? Do they experience any discrimination in the labour market because of their age?Design/methodology/approachIn order to understand the situation of older people in the labour market, the authors employ welfare state models and the Active Ageing Index. The welfare state models help us to understand the context in which the working life of older people is taking place. The Active Ageing Index helps to gain a better understanding of the employment domain of active ageing. The analysis is based on several Europe-wide data sources: statistics on earnings from Eurostat database, information on income, job prospects, occupational safety and health, training, working life perspectives from the European Working Conditions Survey as well as a special survey, conducted by the authors, of Lithuanian, Latvian and Estonian residents aged 50 years and older.FindingsAnalysis conducted reveals that in the Baltic countries older employees, although actively participating in the labour market, face unfavourable material, physical and psychological situation in the labour market more frequently than their younger colleagues. The findings show that the most important factors influencing older employees' decision to stay longer in the labour market in the Baltic countries are linked mostly to welfare state-related issues, i.e. financial benefits, healthcare, possibility to reconcile work and family obligations. These welfare state-related issues are even more important for those who are going to stay longer in the labour market after reaching the retirement age.Originality/valueThis article contributes to a better understanding of older (50+) people's situation in the labour market. It suggests that, while the increasing employment of older people increases the Active Ageing Index and is generally viewed positively, in some countries with less developed welfare states high employment rates of older employees, although providing them with an additional means of livelihood, do not ensure a higher quality of life and, on the contrary, act as a factor reducing the quality of work and, at the same time, the quality of life.

Social attitudes towards professional work of the 55+ generation. Comparative analysis of Poland, the Czech Republic, and Hungary

“…Other researchers have pointed to such regularities (Eugester et al, 2017;Van Thienoven et al, 2020;Sophier et al, 2020;Siemieńska 2021). They result from cultural differences and differences in professional position (Visser et al, 2016;Cucina et al, 2018;Raab, 2020;Aidukaite & Blaziene, 2021). In what follows, the components of attitudes towards work are summarized and the answers to the research questions are provided.…”

“…The continuation of professional work by older workers is of great importance for several reasons. These reasons are indicated by the scientific research carried out by doctors, economists, psychologists and sociologists (Szukalski, 2008;Boudiny, 2013;Harper, 2019;Aidukaite & Blaziene, 2021). Polish and international studies indicate the impact of professional work on the quality of life, including maintaining a mature person in physical and mental health.…”

Factors affecting the working life lenght of older people in the European Union

“…The factors and reasons for extending the working life of older people in retirement age are diverse. On the one hand, there is a group that indicates the lower importance of factors of financial motivation and job stability (Łaszkiewicz, Bojanowska 2017) and higher job satisfaction, and on the other one that needs to ensure or increase a sufficient income and pension base (European Commission, Eurostat 2020), or preferring the well-being of state-guaranteed social benefits: financial benefits, health care, the opportunity to reconcile work and family responsibilities (Aidukaite, Blaziene 2021). The decision to work at an older age may stem from self-confidence in one's own work performance in conjunction with adequate health (You, Lee 2021;Kalenkoski, McCarty 2021), in flexibility of work attendance (Principi et al 2018), in a vision of qualified, decent and sustainable work that makes sense (Fournier et al 2018), but also for fear of losing dignity by acquiring retired status for men (Daye 2005) or lower income (Principi et al 2018;Moskvina 2022).…”

The SEM Model of Better Workers’ Life in Companies

“…Employers need to know that there is no significant difference between the work performance of elderly and younger workers, and that age is also not a condition for failure at work (Aidukaite and Blaziene, 2021). The impact of aging on their productivity is highly dependent on the individual job and the work performed by the worker (Ho and Yeung, 2021).…”

“…Healthy and satisfied workers who work in a safe and stimulating work environment are more productive and creative, are less likely to get sick and go on sick leave, and remain loyal to the company (Ratanasiripong et al, 2021). Although the efforts that value, support, and promote the health and well-being of all workers need to be encouraged in the workplace, employers still do not pay enough attention to them (Aidukaite and Blaziene, 2021). Workplace health promotion is aimed at helping workers change their lifestyles and achieve optimal health (Douglas and Roberts, 2020).…”