延迟退休背景下低龄老人就业的社会分化与协同治理路径

Social Differentiation and Collaborative Governance Paths of Younger Older Adults’ Employment under the Background of Delayed Retirement

摘要: 2024年渐进式延迟退休政策正式实施，标志着我国老年人力资源开发进入制度化推进阶段。本文基于第七次全国人口普查数据、中国老年社会追踪调查(CLASS)数据与现行政策文本，聚焦50~69岁低龄老人就业的群体分化特征与治理困境，分析职业背景、人力资本与经济保障对老年就业行为与就业质量的差异化影响。研究发现，企业职工、灵活就业、低学历、低收入群体呈现经济驱动型就业特征，而机关事业单位、高学历、高收入群体则表现为自主选择型就业倾向。当前低龄老人就业保障面临制度供给滞后、服务体系错位、市场激励不足三重现实梗阻。为此，本文提出构建政策、组织、市场三位一体的协同治理框架，通过完善法律制度筑牢权益保障、推进组织转型优化就业环境、培育银发业态扩大岗位供给，推动延迟退休政策与积极老龄化战略有效衔接，为实现低龄老年人力资源高质量开发与体面就业提供理论支撑与实践路径。

Abstract: The formal implementation of the progressive delayed retirement policy in 2024 marks that the development of China’s elderly human resources has entered a stage of institutionalization. Based on the data of the Seventh National Population Census, the China Longitudinal Aging Social Survey (CLASS) and current policy texts, this paper focuses on the group differentiation characteristics and governance dilemmas of employment among the young-old elderly aged 50~69, and analyzes the differentiated impacts of occupational background, human capital and economic security on the employment behavior and quality of the elderly. The study finds that employees of enterprises, flexible employment groups, low-educated and low-income groups are characterized by economy-driven employment, while retired personnel from government agencies and public institutions, high-educated and high-income groups tend to choose employment voluntarily. At present, the employment security of the young-old elderly is faced with three practical obstacles: lagging institutional supply, mismatched service system, and insufficient market incentives. Therefore, this paper proposes to construct a collaborative governance framework of policy, organization and market, improve rights and interests security through perfecting legal system, optimize employment environment by promoting organizational transformation, and expand job supply by fostering silver-haired industries, so as to promote the effective connection between the delayed retirement policy and the active aging strategy, and provide theoretical support and practical paths for the high-quality development and decent employment of the young-old elderly human resources.