Age management implementation in the workplace: Trends, contributing factors, and implications for organizational performance

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dc.contributor.authorSeberíni, Andrea
dc.contributor.authorKaščáková, Alena
dc.contributor.authorTokovská, Miroslava
dc.contributor.authorŠolcová, Jana
dc.date.accessioned2026-05-04T07:32:11Z
dc.date.available2026-05-04T07:32:11Z
dc.date.issued2026
dc.descriptionIn: E+M Ekonomie a Management = E&M Economics and Management. Liberec : Technická univerzita v Liberci, 2026. ISSN 2336-5064. Roč. 29, č. 1 (2026), s. 100-114.
dc.description.abstractThis study investigates age management implementation and its impact on employment patterns in Slovak organizations between 2021–2024. The research examines organizational responses to workforce aging challenges in a post-transition economy through a mixed-methods approach. Quantitative workforce analysis of Statistical Office data (n = 2,503) was combined with qualitative organizational assessment through key informant interviews (n = 6) to analyze employment trends across age cohorts and evaluate organizational responses. Findings reveal significant increases in older worker participation, with the 50–64 age group showing a 5.8% increase in employment rates (66.8% to 72.6%). Qualitative analysis identified six critical dimensions of successful age management implementation: technology adaptation, workplace flexibility, bidirectional knowledge transfer, professional development, health-conscious adaptations, and career continuation support. Organizations implementing comprehensive age management strategies demonstrated improved workforce retention among older employees. The findings provide empirical evidence supporting Slovakia’s active aging initiatives while highlighting challenges in gender equity and technology adaptation. This work aligns with the journal’s focus on contemporary workforce development challenges in transitional economies and contributes valuable insights for both practitioners and policy makers seeking to address the demographic shift in labor markets.
dc.description.sponsorshipVEGA 1/0124/24 Slovensko v kontexte dôchodkového indexu a indexu starnutia populácie - perspektíva budúcnosti
dc.identifier.doihttps://doi.org/10.15240/tul/001/2026-1-007
dc.identifier.issn2336-5064
dc.identifier.urihttps://repo.umb.sk/handle/123456789/1460
dc.language.isoen
dc.publisherTechnická univerzita v Liberci
dc.rightsCC BY Creative Commons Attribution 4.0. International
dc.rightsinfo:eu-repo/semantics/openAccess
dc.rights.urihttps://creativecommons.org/licenses/by/4.0/
dc.subjectstarnutie
dc.subjectaging
dc.subjectageing
dc.subjectaktívne starnutie
dc.subjectactive aging
dc.subjectactive ageing
dc.subjectdemografia
dc.subjectdemography
dc.subjectpracovné sily
dc.subjectpracovná sila
dc.subjectmanpower
dc.subjectlabour force
dc.subjectworkforce
dc.subjectfaktory zamestnanosti
dc.subjectprispôsobivosť
dc.subjectzamestnávatelia
dc.subjectemployers
dc.subjecttrh práce
dc.subjectpracovný trh
dc.subjectlabour market
dc.subjectlabor market
dc.titleAge management implementation in the workplace: Trends, contributing factors, and implications for organizational performance
dc.typeArticle
dc.typeinfo:eu-repo/semantics/article

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