| Abstract [eng] |
The relevance of research of organizational commitment of older workers has been determined by demographic processes happening in recent decades and predicted for the future in modern society. This increases the need for organizations to better involve older workers in organizations’ activity assuring stronger organizational commitment. The project examines the problem, what are the factors of older workers organizational commitment. The subject of the project is the organizational commitment of older workers. The aim of the project is to reveal the factors determining organizational commitment of older workers. The following tasks have been formulated: 1) to determine the problem of organizational commitment of older workers; 2) to analyse concept, types and factors of older workers’ organizational commitment; 3) to develop a theoretical model of the factors of older workers’ organizational commitment; 4) to investigate the factors of older workers’ organizational commitment. Applied methods - analysis of scientific literature, questionnaire survey. The results of the empirical study revealed that older employees have an average level of emotional organizational commitment, stronger than the average level of continuous commitment, and an average level of normative commitment that is less expressed than emotional commitment. It was concluded that personal factors such as job satisfaction, job motivation, and work duration statistically reliably influence organizational commitment - emotional and continuous. Organizational factors - job content, emotional reward and financial reward, executive support - reliably influence emotional, continuous and normative commitment. The more motivated the workers are to work for the organization, or the more satisfied they are with their job, of the stronger support they feel from the manager, the stronger their emotional commitment is. The longer the worker has worked in the organization, or the more satisfied they are with work and wages, the stronger their continuous commitment is. The more self-fulfilling and personalized the work content is, the stronger the normative commitment of older workers is. |
