고령인력에 대한 인식과 고용과의 관계
The Study on the Relationship between the Perceptive Factors and Employment of Older Workers
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초록
본 연구는 고령인력의 특성에 대해 기업의 긍정적 혹은 부정적 인식이 어떠한 양상으로 나타나는지를 살펴보고, 고령인력의 생산성 수준과 고용에 기업의 인식적 요인들이 어떠한 영향을 보이는지를 밝히고자 하였다. 분석 결과는 우선, 기업은 고령인력이 지닌 특성들 가운데 신뢰성, 성실성, 대인기술, 스트레스 등의 요인에는 긍정적인 인식을 보인 반면에 생산성, 창의성, 몰입력, 사고유연성 등의 요소들에는 부정적으로 인식하려는 경향을 보였다. 그러나 60세 이상의 고령인력을 고용한 기업일수록 고령인력에 대해 상대적으로 긍정적 인식을 보였고, 생산성 정도도 높게 평가하는 것으로 나타났다. 다음으로 인과관계 분석 결과는 인간관계, 심리적 요인, 신체적 능력, 조직적 합성, 사고능력과 같은 기업의 인식요인들은 고령인력의 생산성 수준에 유의미하게 영향을 미치는 것으로 나타난 반면, 고용 여부에는 신체적 능력과 인간관계 요인만 영향을 미치는 것을 확인할 수 있었다. 따라서 정책적으로 고령자의 생산성을 개선하는 노력과 실제 이들의 고용을 촉진하는 노력이 함께 이루어져야 할 필요가 있다.
Abstract
The research examined that the perceptions of older workers’ characteristics held by employers and studied the relationship between the attitudes toward older workers and the employment practices. According to the result, the employers perceived that older workers are more reliable and more diligent than younger workers. They also had good communication skills and ability to deal with stress. On the negative side, the employers generally possessed stereotype about the productivity of older workers. The principal component analysis indicated that attitudes were interpersonal communication skills, ability to adaptation to organization’s culture, ability to learn new skills, physical capabilities and creativity and flexibility in thinking. In the process of employment practice, however, the employers only considered physical capabilities and interpersonal communication skills as major factors. Therefore, it is argued that the findings stress the need to remove stereotypical attitudes towards older workers.
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