Maja Rožman, Polona Tominc
Faculty of Economics and Business, University of Maribor, Maribor, Slovenia

DOI: https://doi.org/10.31410/EMAN.2019.483

3rd International Scientific Conference – EMAN 2019 – Economics and Management: How to Cope With Disrupted Times, Ljubljana – Slovenia, March 28, 2019, CONFERENCE PROCEEDINGS published by: Association of Economists and Managers of the Balkans, Belgrade, Serbia; Faculty of Management Koper, Slovenia; Doba Business School – Maribor, Slovenia; Integrated Business Faculty –  Skopje, Macedonia; Faculty of Management – Zajecar, Serbia, ISBN 978-86-80194-17-2, ISSN 2683-4510


Povzetek: V okviru demografskih sprememb in aktivnega staranja na delovnem mestu, upravljanje starejših postaja vedno pomembnejše področje managementa človeških virov, Staranje delovne sile je ključnega pomena za prihodnjo gospodarsko rast, konkurenčnost in uspešnost, kar pa bo vse bolj odvisno od tega, kako učinkovito lahko delodajalci znali izkoristiti prednosti starejših zaposlenih. Upravljanje starejših zaposlenih
je razvijajoča se veja na področju managementa človeških virov in bo v prihodnosti ponudila številne rešitve in koncepte, kako reševati problematiko starejših zaposlenih v podjetjih. Raznolikost delovne sile se danes šteje kot pomemben dejavnik uspešnosti podjetij. Zato je treba starostno raznolikost v podjetjih priznati in jo ceniti, hkrati pa se moramo zavedati, da je treba ustvariti primerno okolje za spoštovanje raznolikosti delovne sile. Starostna raznolikost zaposlenih mora postati del splošne strategije podjetja za enakost in raznolikost. Glavni cilj prispevka je ugotoviti vpliv ohranjanja delovne sposobnosti starejših zaposlenih na njihovo delovno zavzetost v srednje velikih in velikih slovenskih podjetjih. V podjetjih, ki so bila vključena v raziskavo, smo anketirali delodajalce in starejše zaposlene. V vzorec so bila vključena podjetja, pri čemer smo se omejili na srednje velika in velika podjetja v Sloveniji glede na določila
Zakona o gospodarskih družbah. Za oblikovanje končnega vzorca podjetij smo uporabili enostavno slučajno vzorčenje. Na osnovi naključnega izbora smo v končni vzorec vključili 1.000 podjetij, od katerih se je odzvalo 472 podjetij in 1.086 starejših zaposlenih.
Ugotovili smo, da obstaja statistično značilen pozitiven vpliv ohranjanja delovne sposobnosti starejših zaposlenih na njihovo delovno zavzetost v srednje velikih in velikih podjetij v Sloveniji. Z oblikovanjem ustreznega delovnega okolja za starejše zaposlene, lahko podjetja dosežejo znaten dvig delovne zavzetosti starejših ter prispevajo k izboljšanju upravljanja starejših zaposlenih.

Ključne besede:

Starejši zaposleni, ohranjanja delovne sposobnosti starejših zaposlenih, delovna zavzetost

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