ABSTRACT
This article investigates the impact of firm work force characteristics, human resource practices, and external environmental attributes upon the likelihood that a company provides postretirement income and health care benefits. Using data from a national stratified random sample of 953 companies with 20 or more employees, logistic regression models were estimated to explore the impact of these three sets of variables on benefit provision. Results indicate that work force characteristics and human resources practices contribute considerably to the likelihood that these benefits are provided and that the impact of some of the more global characteristics, such as industry, diminishes in a fuller predictive model.
Subject(s)
Commerce/organization & administration , Health Benefit Plans, Employee/organization & administration , Pensions , Personnel Management , Retirement , Humans , Logistic Models , Organizational Policy , Predictive Value of Tests , Surveys and Questionnaires , United StatesABSTRACT
This article examines the hiring and utilization of retiree workers among U.S. firms with 20 or more employees (e.g., the hiring process, worker history with the company, scheduling, task assignment, relationship with other employees). Over 46% of private sector firms in this population hire retirees. Few firms, however, have a written policy or formalized program directed at hiring retirees. While assignment of retiree workers to regularly performed operational tasks is universal, the larger the firm, the more likely that a substantial proportion of these employees work in white-collar fields. Study results have practical implications for employment counseling services, private sector firms, and human resource specialists.
