Retirement Intentions Research Articles

Individual consequences of age stereotypes on older workers : Asystematic review.

The relevance of work participation of older persons is steadily increasing due to demographic changes; however, older workers are often confronted with negative age stereotypes such as being less flexible, adaptable and productive. Against this background this systematic review summarizes research evidence on individual consequences of age stereotypes on older workers. It further discusses potential processes behind those relationships and gives suggestions for future research and practice. Asystematic literature search was conducted in PsycINFO, Web of Science and Medline to identify relevant studies examining individual effects of age stereotypes on older workers. In addition, all included studies were evaluated with astandardized quality assessment tool. A total of 25 studies could be included in this review; however, none of those studies met all quality criteria. Most studies found significant associations between negative age stereotypes and decreased self-efficacy, job satisfaction, performance as well as learning, development or increased retirement intentions of older employees. The results of this review indicate anumber of negative consequences that negative age stereotypes have on older workers and also serious flaws in the study quality of existing research. It thereby stresses the importance of more high-quality research but also the reduction of those age stereotypes to promote well-being and work participation of older persons.

Temperament and Early Intentions to Retire: A Northern Finland Birth Cohort 1966 Study.

To examine associations between temperament traits and early retirement intentions. In the Northern Finland Birth Cohort 1966, we analyzed early retirement intentions at the age 46 according to Cloninger temperament traits at the age 46 (n = 4409) and at the age 31 (n = 3226). Ordinal logistic regression analyses were used. Adjustments were made for marital status, education, work type, job satisfaction, perceived health, and mental health problems. 11% of men and 9% of women had strong retirement intentions. Especially higher harm avoidance was associated with higher early retirement intentions in both sexes at the age of 46. A similar pattern of results, although with weaker associations, was found for temperament assessed at the age of 31. Temperament and especially harm avoidance is related to early retirement intentions.

Investigating the links between resilience, perceived HRM practices, and retirement intentions

PurposeHuman resource management (HRM) scholars’ interest in older employees’ resilience has only recently started to emerge. Little is known about how resilience and perceived HRM are linked to different retirement intentions. Drawing on the conservation of resources and social exchange theories, the purpose of this paper is to investigate the links between perceived HRM practices, resilience and retirement intentions. Additionally, the paper examines the possible mediating role of resilience in the relationship between perceived HRM practices and retirement intentions.Design/methodology/approachIn 2016, a cross-sectional study was conducted among older (50+) nursing professionals working in a Finnish university hospital. Statistical methods, including mean comparisons and linear and logistic regression analyses, were used to analyze the data.FindingsThe results indicated that resilience partly mediated the relationship between perceived HRM practices and early retirement intentions, and fully mediated the association between perceived HRM practices and intentions to continue working after retirement age.Originality/valueThis study produces new knowledge regarding the links between resilience, perceived High involvement work practices and retirement intentions.

Healthcare Professionals’ Retirement Intentions: The Roles of Financial and Work Factors

Healthcare Professionals’ Retirement Intentions: The Roles of Financial and Work Factors

Occupational Future Time Perspective: Psychometric Properties of a Spanish Scale.

Occupational future time perspective (OFTP) describes people’s perceptions of their future in the work context. In this study, we examined the psychometric properties of a Spanish OFTP scale (OFTP-SP). Data came from two samples of workers in Spain aged between 21 and 62 years (Study 1; N = 496) and between 40 and 70 years (Study 2; N = 386). In Study 1, we conducted descriptive analyses for the items and exploratory factor analysis. In Study 2, we conducted confirmatory factor analyses (CFA). Convergent validity of the OFTP-SP was examined based on relationships with employees’ motivation to continue working and retirement intentions. Results showed that reliability estimates were adequate, and hypotheses regarding the convergent validity for the three factors of the OFTP-SP (i.e., perceived remaining time, focus on opportunities, focus on limitations) were supported. The OFTP-SP is a psychometrically sound measure that can be used in future research on work and aging.

Why are professors “Poorly paid”?

We demonstrate why meaningful work, i.e. job-related activities that individuals view as purposeful and worthwhile, matters to labour economists. Building on self-determination theory, which specifies the roles of autonomy, competence, and relatedness as preconditions for motivation, we are the first to explore the determinants of work meaningfulness. Specifically, using three waves of the European Working Conditions Survey, we show that autonomy, competence, and relatedness explain about 60% of the variation in work meaningfulness perceptions. Meanwhile, extrinsic factors, such as income, benefits, and performance pay, are relatively unimportant. Meaningful work also predicts absenteeism, skills training, and retirement intentions, which highlights the concept’s economic significance. We provide new insights that could help organise the future of work in a meaningful and dignifying way and propose concrete avenues for future research on meaningful work in economics.

Psychosocial work characteristics, burnout, psychological morbidity symptoms and early retirement intentions: a cross-sectional study of NHS consultants in the UK

ObjectivesThe objectives of this study are twofold. First, to examine the direct effect of psychosocial work characteristics (as measured by job autonomy and work-related pressure) in relation to self-reported psychological...

Occupational future time perspective: A meta‐analysis of antecedents and outcomes

SummaryOccupational future time perspective (OFTP) refers to employees' perceptions of their future in the employment context. Based on lifespan and organizational psychology theories, we review research on OFTP and offer a meta‐analysis of antecedents and outcomes of OFTP (K = 40 independent samples, N = 19,112 workers). Results show that OFTP is associated with individual characteristics and personal resources, including age (ρ = −0.55), job tenure (ρ = −0.23), organizational tenure (ρ = −0.25), educational level (ρ = 0.16), and self‐rated physical health (ρ = 0.16), as well as job characteristics, such as job autonomy (ρ = 0.22). Moreover, OFTP is related to important work outcomes, including job satisfaction (ρ = 0.28), organizational commitment (ρ = 0.41), work engagement (ρ = 0.22), retirement intentions (ρ = −0.37), and work continuance intentions (ρ = 0.16). OFTP is also related to task (ρ = 0.11) and contextual performance (ρ = 0.20). Additional analyses show that OFTP predicts job attitudes and work performance above and beyond the effects of another developmental regulation construct, selection, optimization, and compensation strategies. Overall, the findings of our meta‐analysis suggest that OFTP is an important construct in the context of an aging workforce.

TUNTUTAN PEKERJAAN DAN INTENSI PENSIUN DINI

This research aims to test the correlation between job demand and early retirement intention. The hypothesis in this study is that there is a positive relation between the job demand and early retirement intention. Respondents in this research are 50 employees of a ministry, consist of male and female employee aged 40 to 54 years old. Job demand scale used in this research is the modification of JD-R scale developed by Jackson and Rothman (2005). The modification based on three aspects of the job demand by Schaufeli and Bakker (2004). The scale of early retirement intention was developed by the researchers based on the aspect of intention by Ajzen (2005). The result indicated that there is no correlation between job demand and early retirement intention (r = -0.038, p = 0.397).

Predictors of Early Retirement Intentions in Croatia

In this paper, we use the SHARE (Survey of Health, Ageing and Retirement in Europe) Wave 6 dataset to look into the socio-demographic, health, well-being, financial and work- -related predictors of intended early retirement in Croatia. We estimate logit regression models. Based on our research, early retirement seems to be more appealing to people who work in the private sector, who have poor quality of life, who are less educated, or report poor health status. Amending the pension system in terms of making early retirement a less attractive choice is not enough. Many Croatian employees would be ready to work longer if they had better jobs, education, and health. These are the policy areas where Croatia needs large improvements.

The Effect of Work Disability on the Intention to Retire of Older Workers

In this paper, we analyze the effect of work disability on the desire to retire as soon as possible of older workers. We exploit objective health indicators and anchoring vignettes to develop work disability measures enhancing the comparability across individuals of work disability self-assessments. Our results show that, even once controlling for individual fixed-effects, individuals experiencing work limiting health problems are found to have a stronger propensity to retire. The role of work disability in determining retirement intentions varies with earnings and job characteristics.

Aging women and men in the medical profession: The effect of gender and marital status on successful aging and retirement intent in Australian doctors

ABSTRACTDespite increasing interest from the medical profession in aging and retirement, we know little about effects of gender, marital status, and cohort on aging within the profession. We surveyed 1,048 Australian doctors from “younger” (55–64) and “older” (65–89) cohorts, investigating gender and marital effects on perceptions of successful aging, career, and retirement intent. Women intend to retire earlier. Younger cohort and married women more frequently viewed their career as a calling, while women in general, and single women more frequently, endorsed personal successful aging more than men. Broader understanding of the different experiences of aging for men and women doctors is needed.

The effects of under‐skilling on need for recovery, losing employment and retirement intentions among older office workers: A prospective cohort study

AbstractBased on a sample of older workers from the Maastricht Cohort Study, the authors investigate the prevalence and dynamics of self‐reported under‐skilling and its effects on workers' need for recovery, their risk of losing employment and their retirement intentions over a two‐year period. They find that being under‐skilled is associated both with higher levels of need for recovery over time and with the risk of losing employment, but not with early retirement intentions. To achieve sustainable employment, they argue, the course of under‐skilling should be monitored throughout workers' careers, enabling timely interventions to avoid its negative consequences.

Working people with type 1 diabetes in the Finnish population

BackgroundThe incidence of type 1 diabetes is increasing worldwide. Since so little is known about work life of individuals with type 1 diabetes, we examined incidence and prevalence trends of type 1 diabetes among working-aged Finns. We also investigated the employment rate and how workers with type 1 diabetes perceive their health and work ability, and their intended retirement age.MethodsWe analyzed changes in the incidence, prevalence, and employment rate using nationwide multi-register-based FinDM data, and estimated a Self-Rated Health, Work Ability Score, and inquired about retirement intentions of 767 working individuals with type 1 diabetes in a cross-sectional survey. All estimates were compared to the corresponding data of the Finnish general population.ResultsThe average annual age-standardized incidence rate of type 1 diabetes among men aged 18–39 was 29 per 100,000/year; the incidence rate has increased by 33% from 1992 to 2007. Among women, the incidence remained at 16 per 100,000/year. Among working-aged (18–64) people, the age-standardized prevalence of type 1 diabetes increased by 39% among women and 33% among men. Two out of every three working aged individuals with type 1 diabetes were in the labor force; this is about 10% lower than in the Finnish population. The average age-standardized employment rate among those individuals with type 1 diabetes belonging to the labor force was 82%, compared to 84% in the general population. Working individuals with type 1 diabetes rated their health and work ability as being slightly lower than the general working population, but nonetheless, there were no significant differences in retirement intentions.ConclusionsBetween 1992 and 2007, the number of working-aged people and workers with type 1 diabetes increased by 35%. Most workers with type 1 diabetes manage as well at work as the general population. Special attention should be paid to workers with type 1 diabetes when they are diagnosed and/or report moderate or poor work ability.

Retirement Intentions: The Role of Conflict With the Boss and Health

Abstract This paper explores the retirement intentions of employees and the factors that influence those intentions. Conflicts between employees and their superiors, as well as the role health plays in this conflict, were analysed using Socio-Economic Panel (SOEP) data. The results showed that both conflicts and individual’s health status play a role in retirement decisions. Conflict with superiors is significantly associated with the intent to retire after accounting for control variables. Similarly, employees in poor or bad health are more likely to retire. Furthermore, health plays a moderating role: Employees in poor or bad health are likely to express retirement intentions, whereas conflict only slightly raises intention. Retirement intentions of healthy employees, however, rise steeply if there are conflicts with superiors. This suggests that healthy people may well be able to continue to work, but not necessarily do so because conflict with superiors has a greater impact on their retirement decisio...

The impact of work-related and personal resources on older workers’ fatigue, work enjoyment and retirement intentions over time

This study aims to examine the impact of work-related and personal resources on older workers’ retirement intentions by studying the pathways (fatigue and work enjoyment) from resources to retirement intentions, the buffering role of resources for psychological job demands, in a cross-sectional and longitudinal timeframe. Longitudinal results on a subsample of full-time, older workers (n = 1642) from the Maastricht Cohort Study suggest that over four years of follow-up personal resources like personal mastery and perceived health related to less (prolonged) fatigue and more work enjoyment. Personal mastery also related to later retirement intentions. A work-related resource like decision authority related to less prolonged fatigue. (Prolonged) fatigue related to earlier retirement intentions, suggesting that fatigue may be a pathway to early retirement. Finally, little evidence was found for effect modification by resources. This prospective study indicates that work-related and personal resources may be useful for prolonging working careers.Practitioner Summary: To date, the impact of work-related and personal resources on older workers’ retirement intentions is rarely studied. As this prospective study shows that resources may impact older workers’ (prolonged) fatigue, work enjoyment and retirement intentions, the monitoring and fostering of resources is of importance for prolonging their working careers.

Change in Job Satisfaction Negatively Predicts Change in Retirement Intentions

Based on theorizing about the dynamic relationship between change in job satisfaction and turnover intentions, this study examined the effect of change in job satisfaction on subsequent change in retirement intentions among older workers. It was hypothesized that change in job satisfaction negatively predicts subsequent change in retirement intentions. Data for this study came from 189 older workers between 45 and 81 years who responded to 3 surveys across 1 year. Consistent with expectations, results of a latent change score model showed that change in job satisfaction over 6 months negatively predicted change in retirement intentions over the following 6 months. Results of an alternative causal model and a full bivariate latent change score model additionally showed that change in retirement intentions did not significantly predict subsequent change in job satisfaction. Implications for future research and practice regarding the dynamic effect of job satisfaction on retirement intentions are discussed.

Are managers open to involvement in employee retirement? The influence of manager psycho-social characteristics, decision-making environment and older employee situational factors

ABSTRACTThe changing retirement landscape calls on employers to develop practices that respond to individuals’ retirement needs. Line managers are a key stakeholder in managing retirement and this study focuses on how they respond to employee retirement scenarios. This empirical work examines manager openness to involvement in retirement, focusing on three sets of explanatory variables: manager psycho-social characteristics (experience of managing older workers, intention to work past 65), their decision-making environment (influence, discretion and decision-making support) and older employee situational factors (performance, ease of replacement, retirement affect and attitude to work). Data were collected from 129 managers in the United Kingdom's university sector using survey items and a factorial vignette design. The multi-level analysis found support for each category of variables in predicting manager openness to involvement in employee retirement. Managers with more experience of managing older workers were more likely to be open to involvement although managers’ own retirement intentions were not significant as a predictor. Decision-making environment variables were significant predictors of manager openness to involvement. The only older employee situational factor that was associated with manager openness to involvement was employee performance. Practically, organisations need to recognise the potential influence that managers have on employee retirement decisions and this study's findings show that managers may need training to help them understand their own role in supporting older employee retirement.

Are retirement intentions and behaviours in ageing employees instinctive? An empirical study conducted in sugar factories from Sindh, Pakistan

This study is designed to evaluate the source which develops perceptions, intentions and retirement behaviours in aging employees. Job strain, job insecurity, perceived satisfaction of retired life is taken into account for the analysis of aging employees' self-directedness towards the retirement intentions and behaviours. Two hundred fifty-one male participants qualified from the sugar factories to take part in this study aging from 35 to 65 years. Correlation statistics and structural equation modelling were employed to obtain logical and comprehensive results. Findings suggest that adolescence age is not the only significant predictor for the retirement. Job strain, insecurity and perceived satisfaction on retired life accounted for retirement intentions and retirement behaviours. However, analyses revealed that the effect of retirement intentions on retirement behaviours was mediated by self-directedness. Organisations are most likely to be affected by the timely or untimely retirement of such employees and therefore they have their interest and concerns over the issue.

Effort-Reward Imbalance and Intention to Retire Early in Australian Healthcare Workers

Objectives – Retaining older workers in the Australian Healthcare System in rural areas is critical in preventing an imminent workforce crisis. Traditionally, healthcare workers have retired earlier than other groups. Using an internationally recognised model of job stress, the aim of this study was to examine the influence of Effort-Reward Imbalance (ERI) in predicting psychological strain and intention to retire in older Australian healthcare workers. Method – Utilising a cross-sectional design, data was obtained from 295 women and men aged over 55 years, working as professional healthcare workers in a rural Australian setting. ERI was measured using the 23-item scale developed by Siegrist (Siegrist, 2002); psychological strain was measured using the 12-item version of the General Health Questionnaire (GHQ) and a question on retirement intentions was developed. Results – The results confirm that those employees who experience high ERI and higher levels of overcommitment (OVC) experience psychological strain. Support for the three-way interaction was mixed: at low levels of OVC, higher levels of effort and increasing reward decreased strain, yet at high levels of OVC, increasing reward increased strain. This study could not confirm an association between intention to retire early and effort, reward, OVC or strain.