PurposeIn this paper, the authors analyse a 2010 legal reform in the Czech Republic, which allowed retirees to simultaneously receive regular pension benefits and to work on a permanent contract for a period longer than one year. Previously, concurrence of employment and receipt of retirement benefits were only allowed in conjunction with a temporary work contract with a maximum duration of one year.Design/methodology/approachThe authors employ the difference-in-differences method. The authors include only males in the analysis because it is not possible to identify the legal retirement age for women from available data. Men in the workforce 1–3 years prior to the statutory retirement age are in a control group, while men 1–3 years older are in a treatment group.FindingsThe authors show that the reform significantly increased the share of permanent contracts held by retirees (by 22.5–27.6 percentage points), though we do not find any aggregate short-term change in employment of retirees. Heterogeneity analysis shows a significant increase in the employment of retirees with only elementary school education (by 17.9 percentage points) and a significant decrease in the number of hours worked by retirees (by 2.5 h weekly for low-educated workers).Practical implicationsThe policy conclusion is that the regulation of employment contract does not affect aggregate employment, but may improve employment of low skilled workers.Originality/valueTo the authors’ best knowledge, there are no studies directly analysing motivation of retirees by types of employment contracts. The authors, thus, add to the literature that studies dealing with the general fixed-term versus permanent contracts (Engellandt and Riphahn, 2003) and motivation to work.

Long-term Sustainability of Pension Systems of European Union Countries The article analyses the relationship between population ageing and sustainability of the EU countries' pension systems, and assesses how this relationship is affected by pension system design and parameters. The findings show that there is a link between population ageing and unsustainability of pension systems; however, there are exceptions in both directions. Despite the significant problem of population ageing, pension systems of some countries are found to be sustainable and vice versa. The elements enhancing sustainability are, for example, hypothetical defined contribution accounts or linking the pension benefit or retirement age to demographic changes. The article also analyses the relative significance of population ageing determinants. Life expectancy appears to be the most significant determinant of population ageing.

Humanitarian workers operate in complex environments with various challenges and demanding working conditions. These challenges put aid workers in a range of risks and under the pressure. However, human resources are crucial for success of humanitarian operations in general. At the same time, each humanitarian operation is reliant on logistics and logistics activities are always connected with logistic staff. Understanding what motivates logisticians to join the humanitarian sector is essential information for humanitarian organizations and for recruiters within. Also, knowing which factors influence motivation and job satisfaction of humanitarian logisticians could help the organizations to struggle with the extremely turnover they have to face. Up to this moment, needed skills and the performance of humanitarian logisticians were examined. Also, the motivators of humanitarian workers are covered in previous research. Therefore, the additional aim of this research is to extend the knowledge about the human resources in humanitarian sector as well.