The factors affecting the re-employment satisfaction of middle-aged and older workers in South Korea: based on the mediation effect of family and employment types

Purpose The purpose of this paper is to determine employment satisfaction of middle-aged and older workers who obtain a job after their initial retirement, and describe factors affecting employment satisfaction among workers focusing on family and employment types, and their mediating effects. Design/methodology/approach This study performed a secondary data analysis on data from the Korean Longitudinal Study of Aging (fifth wave of KLoSA) of the Korea Employment Information Service. The author used data from 1,307 middle-aged and older workers who obtained a new job after leaving the previous workplace from the 2014 KLoSA, and determined their employment satisfaction, family type and employment type. Findings In this study, high scores were indicated in turnover intentions of the participants, and job stability presented was lowest in the subcategories of employment satisfaction. Employment type showed a significant mediation effect between dwelling type and re-employment satisfaction (p<0.05). Social implications Middle-aged workers are a key human resource for economic growth in South Korea, which is faced with a “super aging” population. Recently, international society has encountered the same problems of low-birth rate and aging in their economically viable/or engaged. Our society and its members should realize the changes in population structure facing the world today and find effective strategies to stabilize employment among middle-aged workers. This study provides evidence for one of the differing perspectives on understanding employment turnover in middle-aged workers. Originality/value The South Korean Government could use this study’s findings in formulating a strategy concerning family types that improves re-employment satisfaction among middle-aged and older workers. Also, the path of mediation effects, such as choice of employment type, will need to apply to a strategy of work stability for middle-aged and older workers.

The relationship between flexible employment arrangements and workplace performance in Great Britain

Purpose There is an increasing concern on the quality of jobs and productivity witnessed in the flexible employment arrangements. The purpose of this paper is to examine the relationship between various flexible employment arrangements and the workplace performance. Design/methodology/approach Home-based working, teleworking, flexible timing and compressed hours are the main employment types examined using the Workplace Employee Relations Survey (WERS) over the years 2004 and 2011 in Great Britain. The workplace performance is measured by two outcomes – the financial performance and labour productivity. First, the determinants of these flexible employment types are explored. Second, the ordinary least squares (OLS) method is followed. Third, an instrumental variable (IV) approach is applied to account for plausible endogeneity and to estimate the causal effects of flexible employment types on firm performance. Findings The findings show a significant and positive relationship between the flexible employment arrangements and the workplace performance. Education, age, wage, quality of relations between managers-employees, years of experience, the area of the market the workplace is operated and the competition are significant factors and are positively associated with the propensity of the implementation of flexible employment arrangements. Social implications The insights derived from the study can have various profound policy implications for employees, employers and the society overall, including family-work balance, coping with family demands, improving the firm performance, reducing traffic congestion and stress among others. Originality/value It is the first study that explores the relationship between flexible employment types and workplace performance using an IV approach. This allows us to estimate the causal effects of flexible employment types and the possible associated social implications.