Show simple item record

dc.contributor.advisorProwse, Peter J.
dc.contributor.advisorSmith, Andrew J.
dc.contributor.authorLütke Kleimann, Mechthild
dc.date.accessioned2019-08-01T09:53:37Z
dc.date.available2019-08-01T09:53:37Z
dc.date.issued2018
dc.identifier.urihttp://hdl.handle.net/10454/17180
dc.description.abstractDue to employees’ reduced entitlements to the German statutory state pension on the one hand, and the challenge to employers of a skilled worker shortage on the other, employers’ contributions towards occupational pension schemes (OPS) might be an effective human-resources management tool. Thus, the overarching research question is: What is the relevance of OPS for the employment relationship in Germany? Five sub-research questions address the role of OPS in recruitment and retention management, organisational commitment, the potential differences between women and men and between young and old employees and the employees’ psychological contract. The empirical study is a single case study in the financial-services sector. Key findings: OPS are of more relevance for retaining employees than for recruiting them. Their role differs significantly between employees with different generations of the OPS and, therefore, different pension entitlements. Only minor differences can be found between women and men and between younger and older employees. Satisfaction with the occupational pension scheme has no significant impact on organisational commitment. The majority of employees perceived psychological contract fulfilment with respect to the OPS. The contribution to theory is the closure of five research gaps. As far as is known, this is the first study in Germany that analyses the role of OPS in a specified context and from multifaceted viewpoints (recruitment/retention, quantitative/qualitative, men/women, age groups). The contribution to practice comprises the provision of a transferable analysis blueprint of the role of OPS in the employment relationship and the provision of recommendations that relate, among others, to communication and information aspects, cost-benefit calculations and the usage of additional employer contributions as a possible selective reward element.en_US
dc.language.isoenen_US
dc.rights<a rel="license" href="http://creativecommons.org/licenses/by-nc-nd/3.0/"><img alt="Creative Commons License" style="border-width:0" src="http://i.creativecommons.org/l/by-nc-nd/3.0/88x31.png" /></a><br />The University of Bradford theses are licenced under a <a rel="license" href="http://creativecommons.org/licenses/by-nc-nd/3.0/">Creative Commons Licence</a>.eng
dc.subjectOccupational pension schemesen_US
dc.subjectEmployment relationshipen_US
dc.subjectGermanyen_US
dc.subjectFinancial services sector, Germanyen_US
dc.subjectHuman-resources managementen_US
dc.subjectEmployee retentionen_US
dc.subjectEmployers’ contributionsen_US
dc.titleOccupational Pension Schemes and their Relevance for the Employment Relationship in Germany. A Case Study Approach in the German Financial Services Sectoren_US
dc.type.qualificationleveldoctoralen_US
dc.publisher.institutionUniversity of Bradfordeng
dc.publisher.departmentFaculty of Management and Lawen_US
dc.typeThesiseng
dc.type.qualificationnameDBAen_US
dc.date.awarded2018
refterms.dateFOA2019-08-01T09:53:37Z


Item file(s)

Thumbnail
Name:
lütke-kleimann, m.pdf
Size:
2.556Mb
Format:
PDF
Thumbnail
Name:
10026361 Luetke Kleimann 2019_03_14 ...
Size:
2.554Mb
Format:
PDF
Description:
DBA Thesis

This item appears in the following Collection(s)

Show simple item record