BSI Luxembourg ASBL
Château de Wiltz
Dr. BAH Raguiata
Raguiata Bah holds a Master of Arts in International Economics and Finance from Brandeis University (MA, USA). She started working at the Central Bank of the Republic of Guinea as a training specialist and then held different positions in human resource development. She was appointed Director of Training and Capacity Development at the Central Bank in July 2011. She is currently Director of Studies and Research at the same Bank.
Raguiata Bah got her Doctotate in Business Administration in September 2020 at the Business Science Institute. She defended her thesis on “The Determining factors of senior employee continued employment: employability or precariousness?” under the supervision of Professor Gwénaëlle Poilpot-Rocaboy, IGR-IAE, University of Rennes 1. Her research focuses on senior employee management practices in Guinean banks. She tried to identify and understand the key factors that determine senior employees’ continued employment.
Thesis supervised by : Gwenaëlle Poilpot-Rocaboy
Key factors for determining how to keep senior employees in work: between employability and job insecurity.
Our thesis deals with senior employee management practices implemented in Guinean banks after the 2009 Pension Reform that postponed retirement for five years for all workers. We have tried to identify and understand the key factors that determine why senior employees keep working. To do that, we use a new conceptual framework, which presents the determining factors of senior employee job maintenance by distinguishing the obligation imposed on seniors to keep working (because of precarious socio-economic conditions) and the « obligation » imposed on the bank to keep the senior (because of unfavorable cultural environment and paternalistic managerial practices), from the senior’s capacity to remain employable and productive. The relevance of our conceptual framework is confirmed by our results, which show that seniors’ continued employment is mainly determined by the obligation to stay, because retiring is a luxury for senior employees, and by the obligation to keep them, because laying elderly employees off is considered as an abandonment of the company’s « Founding Fathers ». Our results show that le the capacity to keep working is not a key factor in the decision to maintain older employees in employment. In fact, banks are very reluctant to lay senior employees off, even when their physical abilities are irremediably impaired. To get to these findings, we adopt a qualitative approach and immerge in the phenomenon we are studying, i.e., the determining factors of senior employees’ continued employment in Guinean banks. This allows us to try to understand the phenomenon from within using our own experience. Thus, we conducted thirty-one semi-structured interviews that allowed us to gather rich data. These data are essentially analyzed using manual as well as computer encoding with the software Sphynx Quali. Our research study contributes to understanding the determining factors of senior employees’ continued employment in the context of African companies. We make recommendations to the banks as well as to policy makers in order to promote successful and contributive job retention for senior employees.
Keywords: Guinea, senior employee management, pension reforms, social welfare, employability, precariousness, obligation to stay, obligation to keep, capacity to stay, paternalism, African cultures, pension, HR management, bank, trade union.