老龄化时代社会养老模式研究

中国已于2000年步入老龄社会,养老模式逐渐由家庭养老转向社会养老,养老保障问题日益突出。为了有效促进我国养老模式选择的合理化运作,本文将就我国的养老形式进行进一步的探究,分析比较不同国家、地区独具特色的养老模式选择,并对我国现今所面临的养老保障不足及人口红利等问题提出相关政策建议。     

提高航管二次雷达近程目标跟踪稳定性的方法

针对相控阵体制航管二次雷达系统在雷达近程探测空域内无法稳定监视目标的问题,提出了一种提高航管二次雷达系统对近程目标跟踪稳定性的方法。基于现有航管二次雷达系统的硬件架构,设计了在对监视空域进行航管扫描询问过程中密集插入对近程目标跟踪询问的工作方式,并给出了航管近程跟踪询问流程和波位随机同步跳转控制时序的详细设计方法以及对航管近程跟踪能力的估算方法。仿真计算结果验证了该方法的可行性和有效性。     

Structural Change in Rural Croatia—Is Early Retirement An Option?

Structural change in agriculture, although often connected with social hardship of uncompetitive small-scale farms and a loss of tradition, is inevitable. It is the basis for successful rural development. We discuss whether early retirement schemes (ERS) are a good value for public money in terms of the necessary adaptations of the farming sector in the course of economic development, and if they are an option for the EU candidate country Croatia. In Croatia, the small scale farm structure leads to widely uncompetitive farms. A study on farmers’ socioeconomic situation as well as actual and expected reactions to policy support is based on results of a household survey. The sample includes farm households from two Croatian regions: The peri-urban Zagreb county and the typically rural region of Bjelovar-Bilogora. Despite unfavourable economic conditions and insufficient farm incomes, rural people are often reluctant to give up farming. We present results on the age structure, income and production structure of farms and farmers’ likely reactions on ERS. We discuss incentives which push farmers to leave the farming sector and ask in which direction farm families plan their future. We conclude with a synthesis of the theoretical advantages and disadvantages of early retirement schemes and link them with possible outcomes in the Croatian case.     

Perceived HRM practices,organizational commitment,and voluntary early retirement among late‐career managers

Using a sample of 514 French late‐career managers representing a variety of occupations and organizations, we investigated the relations among perceived HRM practices, organizational commitment, and voluntary early retirement. We found that the provision of training opportunities was associated with the most favorable outcomes. It was related to higher affective and high‐sacrifice commitment, lower lack of alternatives commitment, and reduced voluntary early retirement. On the other hand, we found that flexible working conditions and the assignment of older workers to new roles (for example, mentor or coach) did not have the expected positive effects. In addition, our results highlight the importance of disentangling the components of continuance commitment, as high‐sacrifice commitment was associated with reduced likelihood of voluntary early retirement, while lack of alternatives commitment had the opposite effect. These findings suggest that voluntary early retirement should be incorporated as a major outcome in future organizational behavior research. © 2009 Wiley Periodicals, Inc.     

基于退休员工面临问题的企业预先应对策略

本文详细分析了员工退休后将要面临的各种压力,并提出企业通过采取退休规划、团体咨询、安全理财等预先应对措施,使员工在退休前就充分做好了精神和物质上的各种准备,积极应对退休后的生活、安享晚年,对于企业提高员工忠诚度、留住和吸引人才、获得长远发展具有重要的现实意义。     

Tackling age discrimination in employment in Singapore

In a country with an ageing work-force, a decline in the number of new entrants to the labour market and an acute labour shortage, it would be reasonable to assume that employers would encourage older workers to remain in employment for as long as possible. In the case of Singapore, however, private sector employers often retired employees at age 55 and hired younger workers in their place. In many cases older workers re-hired had to accept lower pay and lower grade jobs. In an attempt to tackle this sort of age discrimination in employment, the government passed the Retirement Age Act in 1993. Prior to its enactment, the government urged employers to raise the retirement age voluntarily, but the response was poor, especially in the non-unionized sector. This paper argues that employers resisted the extension of the retirement age because they perceived older workers in stereotypical terms. The main issues which gave rise to the Retirement Age legislation are discussed. So also is the possible impact of the legislation on some HRM practices. The paper also proposes some future directions for research on older workers in Singapore.     

延迟退休、生育政策调整与中国经济增长

政府在放松生育政策的同时,配合退休政策的调整具有重要的现实意义。通过构建延迟退休和生育调整的理论模型发现：从劳动力增量看,延迟退休能够产生即期效应,而生育调整具有滞后效应,且两者导致的劳动力增量差距呈现先扩大后缩小的特点,节点在2031年;从社会总负担看,在实行延迟退休后,总抚养比迅速下降到一个低水平位置;从总产出看,同时实施延迟退休和放松生育政策,经济中潜在的福利损失最小;从产出增速看,放开生育的同时配合延迟退休,经济增速下降最慢;从人均产出看,放开生育的同时最好配合延迟退休,否则人均收入提升的效果不如政策不变时效果。     

UK state pension deferral incentives and sustainability

Pay-as-you-go state pension schemes such as that operated in the United Kingdom face growing pressures from the rising old-age dependency ratio and improvements to life expectancies. Alongside compulsory increases in the statutory retirement age, governments have used incentives to encourage workers to postpone voluntarily their exit from employment, deferring their Basic State Pension in exchange for the additional financial reward of an enhanced pension at a later point in time. The impact of pension deferral upon the sustainability of the state pension system is dependent on the interplay of short-term savings from payment delay and increased subsequent longer-term payments to pension recipients. This article presents a model that simulates the financial effect of deferral uptake on the National Insurance Fund over a 40-year projection under alternative scenarios, including current and revised post-2016 deferral incentives. The findings indicate that the recent change in enhancement rate from 10.4 per cent to 5.8 per cent will significantly impact on state pension sustainability while still providing an incentive to defer. We estimate that any reduction below 4 per cent would result in zero uptake of the deferral option, based on a rational financial choice.     

The Distribution of Wealth of Older Self‐Employed Britons

Little is known about the wealth of older self‐employed people, despite growing interest in this labour market group. This paper utilises the British Retirement Survey to fill the gap by providing novel estimates of their lifetime wealth. The findings dispel the idea that the self‐employed live in poverty; indeed, they seem to be a relatively wealthy group, holding a broad spread of assets and subject to moderate lifetime wealth inequality. These findings may help inform modelling of retirement behaviour of this group, as well as pension policy design.