European Policy Analysis Volume 2, Number 1, Spring 2016 | Page 74

Policy and Decision to Retire in Central and Eastern European Countries take the decision to work or not after reaching a retirement age in an individual period. The secondary analysis of the statistical data of Eurostat allows us to compare real data with the subjective data from the surveys ESS5 and Eurobarometer. For the analyses of the descriptive statistics, data from ESS5 and Eurobarometer 76.2, binary logistic regression is used. For the binary logistic regression, “like to work after pension entitlement” was selected as a dependent variable. After the measurement of the Pearson correlation between independent (as independent were selected all variables in Eurobarometer 76.2 related to working condition, job security, employment) and dependent variables, only independent variables were selected, which correlated higher with the dependent variable. For the binary logistic regression, the selected variables as independent are as follows: aged 55+ stop working: places not adapted; aged 55+ stop working: lack of modern skills; aged 55+ stop working: exclusion from training; aged 55+ stop working: view of employers; aged 55+ work qualities: reliability; aged 55+ work qualities: experience; aged 55+ work qualities: up to date; aged 55+ work qualities: decision making; aged 55+ work qualities: teamwork ability; aged 55+ work qualities: problem solving; aged 55+ work qualities: open to new ideas; aged 55+ work qualities: cultural competence; aged 55+ work qualities: flexibility; aged 55+ work qualities: productivity; aged 55+ work qualities: stress handling; aged 55+ work qualities: creativity; age discrimination at work: experienced; age discrimination education: experienced. All independent variables in the model of binary logistic regression were statistically significant. The meaning of the coefficient B is indicated. Only those variables, whose B values are >0.5 are indicated. The research was limited by variables selected from the Eurobarometer 76.2 survey, so the conclusions of this research can be tested by further research using different dataset. The control variables, such as age, gender, and education, were not used in this research, so their influence has to be tested in further research studies. Employment Policies for Older Employees in Central and Eastern European Countries E mployment protection. Despite the fact that older employees in selected countries enjoyed relatively high employment protection (as was described in the first section), the general institutional framework for them in the most of the analyzed countries remained “employmentunfriendly.” The brief analysis of the national actions aimed at protecting the employment of the older people in the selected countries showed more employment discouraging factors. Most of the countries were applying attractive early retirement schemes during the reference period. The possibility of applying flexible work forms to the old age/ pension age people was also limited. For example, the mechanism of early retirement was preventing older people from the extension of working life in Hungary, Estonia, the Czech Republic, Slovenia, and Poland (till 2008, when the Act of 19 December 2008 on bridge pensions was adopted). In Slovenia, the existing culture of early retirement is preventing older workers from work–life extension, and also reinforced by the Pension and Disability Insurance Act (2006), there are numerous options for lowering the pensionable age limit (Feifs et al. 2013). Domadenik et al. (2009) analyzed the attitudes of the Slovenian employers toward older workers within the context of the aging process and 74