Hogere werkbereidheid bij 50+ werknemers op de Vlaamse arbeidsmarkt. Een toepassing van het ‘Motivation-Ability-Opportunity’ model op de vervroegde uittredingskwestie.

Dorien

Verckist

Werken tot 67 jaar: “het is van de moetens”, maar hoe?

59,6 jaar. Dat is de gemiddelde leeftijd waarop Belgen hun werk inruilen voor het pensioen. Het maakt van België een land met één van de jongste uittredingsleeftijden van de Europese Unie. Samen met een werkzaamheidsgraad (dit is het aandeel werkenden in de actieve bevolking van zo’n 42% voor de 50-plussers in ons land resulteert dit cijfer in een hoog kostenplaatje voor de sociale zekerheid. Om de financiële dam te stutten, heeft de regering beslist om de wettelijke pensioenleeftijd op te trekken tot 67. Geen onbesproken maatregel; uit de publieke reactie blijkt dat langer werken voor heel wat (oudere) mensen moeilijk of zelfs onmogelijk is. Welke drempels bestaan er op onze arbeidsmarkt? Kan de werkbereidheid worden verbeterd door op deze drempels in te spelen? Deze vragen werden beantwoord aan de hand van een nieuw uitgedacht, conceptueel model.

Moeten, moeten, moeten (?)

Langer werken is voor veel oudere werknemers geen evidentie. De verplichting om tot 67 jaar actief te blijven op de arbeidsmarkt blijkt voor velen een bittere pil om te slikken. Wat maakt dat veel 50-plussers weerspannig staan tegenover de uitgestelde pensioenleeftijd? Een eenduidig antwoord is er op deze vraag niet. Terwijl voor de ene de job fysiek te zwaar is, wordt de andere liever meer uitgedaagd. Hoewel sommigen meer tijd willen om met hun familie door te brengen, leven anderen eeuwig voor hun carrière. Kortom, wat voor de ene een drempel tot langer werken is, vormt voor de andere geen probleem. Hoe stel je dan een gepast beleid op, dat universeel werkt, maar ook voldoende op individuele noden kan inspelen? Eerst en vooral moeten de sleutelfactoren in de uittredingsbeslissing bloot worden gelegd. Hiervoor wordt de arbeidsmarktsituatie van 50-plussers herleid tot drie kwesties: oudere werknemers moeten willen, mogen en kunnen werken. Om deze multidimensionaliteit in kaart te brengen, werd een origineel conceptueel model uitgewerkt.

‘Met volle goesting’

Een belangrijke drijfveer is motivatie. 50-plussers moeten zin hebben om aan de slag te blijven, ze moeten willen werken. De werktevredenheid is hierbij van groot belang. Naast een hogere productiviteit leidt een hogere werktevredenheid tot meer werkbetrokkenheid. Anders gezegd: ouderen die tevreden zijn over hun werk, zullen dit beter uitvoeren en met meer passie. Het tegenovergestelde geldt ook. Uit onderzoek blijkt dat een zeer slechte werktevredenheid de kans om tot aan de wettelijke pensioenleeftijd te werken vermindert met maar liefst 270%. Wie slecht scoort voor werktevredenheid, heeft 180% minder kans om langer te werken.

Ook de sociale omgeving speelt een rol. In bedrijven waarin langer aan het werk blijven wordt gestimuleerd door collega’s en leidinggevenden, blijken 50-plussers het pensioen uit te stellen. Ook gesteund en gewaardeerd worden door de organisatie, helpt. De kans om langer aan het werk te zijn, verdubbelt wanneer je steun krijgt van een leidinggevende.

Een gepaste job

Het volstaat echter niet om mensen te motiveren tot langer werken. Ze moeten ook kunnen werken. 50-plussers worden er vaak van verdacht trager te zijn, minder productief, tegen technologische veranderingen, enz. Niets is minder waar. Het grote probleem schuilt vaak in het takenpakket van oudere werknemers. Hoewel sommige vaardigheden, zoals het zicht, het abstracte redeneervermogen, … afnemen, worden andere sterker. Zo blijkt uit onderzoek dat onder andere de beroepsspecifieke kennis en de communicatievaardigheden toenemen. Op die manier compenseren oudere werknemers bepaalde verminderde vaardigheden. Het is door ouderen een gevarieerd takenpakket voor te schotelen, dat ze zich ten volle kunnen inzetten. Het gevoel van tevredenheid, motivatie en betrokkenheid resulteert in een latere uittredingsleeftijd.

Wanneer ouderen enkel worden ingezet voor een job waar vaardigheden zoals kracht of geheugenwerk worden gevraagd, leidt dat tot problemen. Zo kan dergelijke job als ‘te moeilijk’ worden ervaren. In dat geval is de kans dat men de arbeidsmarkt vroeger verlaat bijna twee keer zo groot. Wanneer een werknemer aangeeft dat niet alle vaardigheden worden benut op het werk, geeft onderzoek aan dat de kans op werken tot aan het pensioen afneemt met zo’n 50%.

Kwaliteit is cruciaal

Tot slot moeten 50-plussers de kans krijgen om te mogen werken. Dit kan ruim worden opgevat. Zo maken enerzijds bepaalde pensioenregelingen werken minder aantrekkelijk. Anderzijds is de vraag naar ‘oude arbeid’ vaak klein. Ook de werkbaarheid (de kwaliteit) van het werk, bepaalt of een oudere werknemer aan het werk kan blijven. Die kwaliteit wordt gemeten aan de hand van de Werkbaarheidsmonitor van de SERV. Deze monitor bestaat uit vier knelpunten.

De kwaliteit van arbeid blijkt cruciaal te zijn. Een job met vier knelpunten vermindert de kans op langer werken met bijna 350%. Drie knelpunten doet die kans afnemen met 300%. Anders gezegd is de kans (meer dan) drie keer zo groot dat een 50-plusser zijn job moet opzeggen wanneer de kwaliteit ervan slecht is. Twee knelpunten verdubbelen de kans om vroegtijdig voor het pensioen te kiezen. Een job met één knelpunt resulteert in een kans op vroeger uittreden van 134%.

Aangepast werk, graag

Kortom, langer werken is zowel een noodzaak als een verplichting, maar het is geen vanzelfsprekendheid. Oudere werknemers ondervinden immers heel wat obstakels op de arbeidsmarkt. Werken tot 67 jaar moet dus gepast worden ondersteund. Dit kan door een leeftijdsbewust personeelsbeleid op poten te zetten. Bovendien moet aangepast werk voor 50-plussers een concrete invulling krijgen. Een eerste aanzet hiertoe is het conceptueel model dat werd uitgewerkt in het onderzoek.

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Universiteit of Hogeschool

Universiteit Antwerpen

Thesis jaar

2015

Thema('s)

Sociale gezondheidswetenschappen

Kernwoorden

werk,

Sociaaleconomische wetenschappen,

ouderen,