Kompetensutvecklingens betydelse för äldre medarbetares fortsatta arbete efter 65 år

Swedish welfare organizations such as care, education and healthcare, are facing future recruitment challenges. For instance, Sweden's municipalities and county councils (SKR) estimate that approximately 500,000 people might be needed by the year 2026. Therefore, SKR stresses the importance of creating the right conditions to attract and motivate older employees to extend their working lives. Previous research points to the need for age management strategies, where employers take age-related aspects into account in strategic policies as well as daily work. Age management strategies are assumed to contribute to more sustainable working conditions and equalize the needs of different age groups. Previous research also highlights the importance of skill development for older workers to maintain their competence and increase their willingness to extend their working life. Our study intends to investigate employees who are 55 years and older, employed by the city of Gothenburg, and their opportunities for and perception of skill development. The study also examines the associations between perceived skill development opportunities and motivation, job satisfaction, and preferred retirement age. A survey was sent out to respondents 55 years and older in 2019 within 3 two business areas in the city of Gothenburg; comprehensive school (n = 741) and technical administration (n = 281). Herzberg's two-factor theory and Self-Determination theory were employed to interpret findings from the study theoretically. The results indicate that the employees generally perceive their opportunities for skill development as limited. However, the opportunities for skill development appear to be somewhat higher within the comprehensive school. The results also confirmed that there is a connection between perceived opportunities for skills development and motivation, job satisfaction, and preferred retirement age. Employees' opportunities for skills development can be a contributing factor to higher motivation and job satisfaction as well as a desire to extend their working life. Therefore, policymakers must provide their employees with the conditions they need for extending their working lives