The Interaction Between Older Workers' Personal Resources and Perceived Age Discrimination Affects the Desired Retirement Age and the Expected Adjustment

Abstract

The purpose of this study was to address a gap in the literature by examining how perceived age discrimination interacts with older workers’ personal resources, affecting 2 retirement-related outcomes, desired retirement age and expected adjustment. Based on the resource-based dynamic model for retirement adjustment, the present study showed that older workers that still have access to personal resources (i.e., efficacy, creativity, responsibility, competencies, learning ability, motivation, flexibility and adaptability, interest in development) desire to work longer and expect to successfully adjust to retirement, when discrimination against older employees in the workplace is perceived to be lower. The results were discussed in terms of the resource perspective and implications for organizational practices.