고령친화적 일자리의 유형과 특성 분석

초록

This study aimed to classify and characterize types of age-friendly jobs by analyzing the multidimensional aspects of job friendliness among older workers. Using the 9th wave of the Korean Longitudinal Study of Aging (KLoSA), a latent class analysis (LCA) was conducted on 1,046 wage workers aged 55 and older. Five indicators work flexibility, organizational culture, work intensity, job security, and job satisfaction/fit were used as input variables. The analysis identified four distinct types of age-friendly jobs. Class 1, Stable and Satisfied (44.5%), showed high levels of job security and satisfaction but moderate organizational culture and work intensity, with a female-dominant pattern (average age 68.1; women 76.9%). Class 2, Moderate and Average (14.6%), showed mid-range scores across all indicators with wide internal variation, the highest wages, but the lowest health and work environment satisfaction. Class 3, Highly Age-Friendly (31.1%), exhibited the most favorable results across all indicators and the lowest work intensity, representing the most ideal type. Class 4, High-Intensity and Low-Support (9.8%), had the highest work intensity and the lowest scores in all other indicators. Significant differences across classes were found in age, wage, health status, satisfaction, work stress, perceptions of early retirement and turnover culture, employer acceptance of older workers, and job stability (p< .01). Despite stable job conditions, Class 1 workers perceived the strongest early retirement atmosphere, while Class 4 workers reported low employer acceptance despite high work burdens. Group characteristics also varied significantly by gender, education level, residential area, and social insurance coverage, with clear gender polarization between Class 1 (predominantly female, 76.9%) and Class 4 (mostly male, 65.5%). This study provides empirical evidence of the heterogeneity of age-friendly jobs through a person-centered approach, with policy implications including differentiated intervention strategies, expansion of work flexibility, promotion of age-friendly organizational culture, support for lifelong career design, revision of employer support systems, protection for vulnerable groups, and establishment of a job quality monitoring system.

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