Investigation for Employee Satiation of Middle Age and Older Employees Based on Ageing Workforce of Bank

Jingjing Gu

doi:10.54691/bcpbm.v45i.4939

Authors

Jingjing Gu

DOI:

https://doi.org/10.54691/bcpbm.v45i.4939

Keywords:

China’s aging workforce, Postponed retirement, HRM perspective, Aging problem.

Abstract

Currently, middle-aged and older workers' professional happiness is especially crucial in China. In China, contemporary problems are easily identifiable. Women in management must retire at age 55, while female employees must retire at age 50. Men are required to retire at age 60. Despite having a lower retirement age requirement than some other nations—for instance, New Zealand's retirement age is 65—more than half of Chinese enterprises nonetheless exhibit an aging trend. In order to examine the impact of various factors on work-life balance, this paper used the questionnaire approach, correlation analysis, and regression analysis. 38 questions make up the survey, which is divided into five categories: work-life balance, training and development, promotion prospects, motivator systems, and employee career management. A total of 138 questionnaires were gathered. This paper found that while training and development, employee career management, and motivating systems may all help to promote work-life balance, promotion opportunities had no discernible effect on it.

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References

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