Firms' contribution to the internal and external employability of older employees: evidence from Germany
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| 003 | CHVBK | ||
| 005 | 20210128100148.0 | ||
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| 008 | 210128e20150301xx s 000 0 eng | ||
| 024 | 7 | 0 | |a 10.1007/s10433-014-0323-y |2 doi |
| 035 | |a (NATIONALLICENCE)springer-10.1007/s10433-014-0323-y | ||
| 100 | 1 | |a Tisch |D Anita |u Institute for Employment Research, Regensburgerstr. 104, 90478, Nuremberg, Germany |4 aut | |
| 245 | 1 | 0 | |a Firms' contribution to the internal and external employability of older employees: evidence from Germany |h [Elektronische Daten] |c [Anita Tisch] |
| 520 | 3 | |a In the examination of older employees' employability, one can distinguish between internal and external employability. Internal employability can be measured by individual employment stability, and external employability occurs when employees replace one employment relationship with another. Most studies focus on the personal skills and characteristics that are necessary to maintain employability. However, external factors also contribute to individual employability. Therefore, this study examines which organisational attributes of firms contribute to older employees' employability in Germany. Taking firm and individual characteristics into account, the results of discrete-time survival models show that in specific organisational structures, older employees have higher internal employability. Accordingly, older employees are more likely to maintain employment in the service sector and in recruiting organisations facing (skilled) labour shortages. However, the results also indicate that financially investing organisations facilitate early labour market exits. With regard to older employees' external employability, the results show only little evidence indicating an association between organisational attributes of firms and the likelihood of job change. | |
| 540 | |a Springer-Verlag Berlin Heidelberg, 2014 | ||
| 690 | 7 | |a Older employees |2 nationallicence | |
| 690 | 7 | |a Employability |2 nationallicence | |
| 690 | 7 | |a Job exit |2 nationallicence | |
| 690 | 7 | |a Job change |2 nationallicence | |
| 690 | 7 | |a Retirement |2 nationallicence | |
| 690 | 7 | |a Organisational theory |2 nationallicence | |
| 773 | 0 | |t European Journal of Ageing |d Springer Netherlands |g 12/1(2015-03-01), 29-38 |x 1613-9372 |q 12:1<29 |1 2015 |2 12 |o 10433 | |
| 856 | 4 | 0 | |u https://doi.org/10.1007/s10433-014-0323-y |q text/html |z Onlinezugriff via DOI |
| 898 | |a BK010053 |b XK010053 |c XK010000 | ||
| 900 | 7 | |a Metadata rights reserved |b Springer special CC-BY-NC licence |2 nationallicence | |
| 908 | |D 1 |a research-article |2 jats | ||
| 949 | |B NATIONALLICENCE |F NATIONALLICENCE |b NL-springer | ||
| 950 | |B NATIONALLICENCE |P 856 |E 40 |u https://doi.org/10.1007/s10433-014-0323-y |q text/html |z Onlinezugriff via DOI | ||
| 950 | |B NATIONALLICENCE |P 100 |E 1- |a Tisch |D Anita |u Institute for Employment Research, Regensburgerstr. 104, 90478, Nuremberg, Germany |4 aut | ||
| 950 | |B NATIONALLICENCE |P 773 |E 0- |t European Journal of Ageing |d Springer Netherlands |g 12/1(2015-03-01), 29-38 |x 1613-9372 |q 12:1<29 |1 2015 |2 12 |o 10433 | ||