| Abstract [eng] |
In context of the ageing society employers need to ensure employment conditions to employess of every age, for the young and the old, since of increasing retirement age the older employess are forced to stay longer in the labor market. If, in the future, all circumstances are going to stay the same as of today, an ageing workforce will be in higher levels than today. The ageing society puts higher pressure to labor market because it has to find out new effective methods, how to recruit and maintain the productivity of older employees. Due to attitude of society, entering into labor market in older age is far more complicated than in other age groups. Access to the labor market in older age is more complicated because of age, health status, lack of learning and due to low educational performance. But older employees may prove to be more loyal and reliable compared to younger age groups and stresses that this entails with organizational commitment. Futhermore, self-leadership leads to better work results. As a result of theoretical and empirical research this master thesis aims to investigate of older employees‘ work engagment of public sector and to identify how work engagment impact self-leadership and organizational commitment. In the second part of the master thesis methodological research provisions for the practical research were determined. The aim of the latter is to identify – what kind of impact has older employees‘ work engagment of public sector to self-leadership and organizational commitment. The survey questionnaire was used as type of data gathering. 302 respondents were questioned. They were the employees of public sector with the age of 50 or older. Research results were analyzed using SPSS software. The testing of questionnaire’s reliability or internal consistency (Cronbach Alpha) was done, revealed the linear regressive and moderator analysis, using the macro command of Andrew F. Hayes. The research results revealed link between self-leadership and work engagement, which affects two of three organizational commitment elements – affective and normative commitment. Three of four hypothesis were confirmed by the research: H1, H2 and H3. |
