Abstract
The main objective of the paper is to determine the impact of adequate working conditions for older employees on work engagement of older employees in financial services companies in Slovenia. The research is based on the implementation of a factor analysis by which we wanted to reduce the large number of variables into a smaller number of factors. With those factors, we performed a regression analysis. Based on the results, we confirmed the hypothesis that adequate working conditions for older employees have a significant positive impact on work engagement of older employees in financial services companies in Slovenia. From this point of view, financial services companies should apply appropriate measures to reduce workload as well as to contribute to employees' well-being and better workplace performance, which is reflected in work engagement of older employees.
Highlights
The aging of the European population is a demographic trend that is expected to continue in the coming decades, and is reflected in the ever growing number of older employees (Principi et al, 2015)
Q1h: We offer older employees a flexible workday
Q1j: We enable the implementation of programs for managing stress and programs for well-being for older employees
Summary
The aging of the European population is a demographic trend that is expected to continue in the coming decades, and is reflected in the ever growing number of older employees (Principi et al, 2015). As the workforce is aging and becoming increasingly age diverse, successful aging at work has been proclaimed to be a desirable process and outcome, as well as a responsibility of both employees and their companies (Zacher and Rudolph, 2017). Managing workforce diversity is an issue that financial executives generally are addressing with increasing frequency (Zacher and Rudolph, 2017). Companies will have to look for new and better ways of management of older employees (Baltzell, 2000) and achieve greater engagement at work, better performance and well-being of older employees at work (Moyers and Coleman, 2004), especially in financial services companies (Frith, 2017). It is becoming critical to understand how to design jobs to keep employees of different ages engaged in their work (Truxillo et al, 2012). The creation of a unified approach to diversity and inclusion, which is embedded in the business ethics of the company, can have a sustainable positive impact on the health and well-being of individuals, business and society (Sanyal et al, 2015)
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