Age Management, Quantitative research, Logit Model, Organisation, 50+ Employees


There are currently significant differences in the approach to various age groups in many fields of human activity. Due to the global demographic trend of an increasing age of population and growing number of people in the 50+ category, it is necessary to adopt measures that take age into account on the social level and also in the process of organisational management; these measures are collectively referred to as age management. The aim of this paper is to identify and evaluate factors on the organisational level that influence the application of age management in organisations. The partial objective is then to determine the impact of these organisational factors. The data was collected through quantitative research, specifically a survey among n = 549 selected organisations in the Czech Republic. The results show that significant factors influencing the application of age management include the sector in which the company operates, size of the organisation and majority ownership. The article provides the formula for a logit function that can be used to determine the probability of various scenarios of the application of age management in organisations. The article is focused on organisational factors influencing the application of age management in practice to build the employer’s good brand and to attract knowledge workers. 

Full Text : PDF


Angeloni, S., Borgonovi, E. (2016). An ageing world and the challenges for a model of sustainable social change. Journal of Management Development, 35(4), pp. 464-485.
Bejkovský, J. (2012). Age Management and Its Position in the Czech and Slovak Organisations. In: Innovation and Sustainable Competitive Advantage: From Regional Development To World Economies, Istanbul: 18th IBIMA Conference on Innovation and Sustainable Competitive Advantage: From Regional Development 2012. 4, pp. 2212-2020.
Ciutiené, R., Railaité, R. (2015). Age management as a means of reducing the challenges of workforce aging. Engineering Economics, 26(4), pp. 391-397.
Collien, I., Sieben, B., Müller-Camen, M. (2016). Age Work in Organisations: Maintaining and Disrupting Institutionalized Understandings of Higher Age. British Journal of Management, 27(4), pp. 778-795.
Czech Statistical Office (2017). The number of employees and average gross monthly wages by CZ-NACE (full-time equivalent). Available at:
Denzinger, F., Backers, S., Job, V., Brandstätter, V. (2016). Age and gender differences in implicit motives.  Journal of Research in Personality, 65, pp. 52-61.
De Vaus, D. (2014). Surveys in social research. 6th Ed. Abingdon, Oxon: Routledge, Studies in Society, Sydney, N.S.W.
Froehlich, D. E., Beausaert, S. A. J., Segers, M. S. R. (2015). Great Expectations: The Relationship between Future Time Perspective, Learning from Others, and Employability. Vocations and Learning, 8(2), pp. 213-227.
Hagenstad, G. O., Uhlenberg, P. (2005). The Social Separation of Old and Young. Journal of Social Issues, 61(2), pp. 343-360.
Hebák, P. et al. (2015). Statistické myšlení a nástroje analýzy dat (Statistical thinking and data analysis tools, in [Czech]). Praha: Informatorium.
Hendl, J. (2012). Přehled statistických metod: analýza a metaanalýza dat (Overview of statistical methods: data analysis and meta-analysis, in [Czech]). Praha: Portál.  
Ilmarinen, J. (2011). 30 years´work ability and 20 years´, age management during the life course. Proceedings of the 4th Symposium on Work Ability Tampere: University Press and Authors.
Joniaková, Z., Blšťáková, J. (2015). Age Management as Contemporary Challenge to Human Resources Management in Slovak Companies. Procedia Economics and Finance, 34, pp. 202-209.
Kulik, C. T., Ryan, S., Harper S., George, G. (2014). Aging Populations and Management. Academy of Management Journal, 57(4), pp. 929-935.
Levy, M. (2011). Knowledge retention: minimizing organisational business loss. Journal of Knowledge Management, 15(4), pp. 582−600.
Marcaletti, F. (2014). Age management and sustainable careers for the improvement of the quality of ageing at work Active Ageing and Healthy Living. Active Ageing and Healthy Living, 203, pp. 134-144.
McNair, S., Flynn, M. (2005). Age Management in the Automotive Industry: a baseline analysis. Report sent to ESF Article 6: not yet in the public domain, Brussels. 
Meloun, M., Militký, J. (2012). Interaktivní statistická analýza dat (Interactive statistical analysis of data, in [Czech]). Praha: Karolinum.
Němec, O., Surynek, A. (2014). Age Management and Population Aging. The Proceedings of 3rd International e-Conference on Optimalization, Education and Data Mining in Science, Engineering and Risk Management 2013/2014 (OEDM SERM 2013/2014). Praha: Curriculum, pp. 243-247.
Principi, A., Fabbietti, P. (2015). Perceived qualities of older workers and age management in companies: Does the age of hr managers matter?  Personnel Review, 44(5), pp. 801-820.
Rodríguez, G. (2016). Modeling Latin-American Stock Markets Volatility: Varying Probabilities and Mean Reversion in a Random Level Shifts Model, Review of Development Finance, 6(1), pp. 26-45.
Štorová, I. (2012). Zaměstnanec a věk aneb age management na pracovišti (Employee and age or age
management in the workplace, in [Czech]). Prague: Českomoravská konfederace odborových svazů.
Tabachnick, B. G., Fidell, L. S. (2013). Using multivariate statistics. 6th ed. Boston: Pearson Education.
Tošnerová, T. (2002). Ageismus: průvodce stereotypy a mýty o stáří (Ageism: a guide to stereotypes and myths about old age, in [Czech]). Praha: Ambulance pro poruchy paměti.
Urbancová, H., Hlavsa, T. (2014). Age Management Principles in Czech Agrarian Sector. AGRIS on-line Papers in Economics and Informatics, VI (3), pp. 93-102. 
Vidovićová, L. (2005). To be active or not to be active, that is the question: the preference model of activity in advanced age.  Ageing International, 30(4), pp. 343-362.
Wiktorowicz, J. (2013). Age management - A remedy for population. European Spatial Research and Policy, 20(2), pp. 157-168.