Retirement Of Older Workers Research Articles

EFFECTS OF COVID-19 PANDEMIC ON OLDER WORKERS’ LABOR MARKET AND RETIREMENT DECISIONS

Abstract Several studies have documented the increase in retirement since the onset of the Covid-19 pandemic. I contribute to this literature by answering two key questions that show the pandemic excess retirement is caused primarily by demand-side factors: first, using the monthly Current Population Survey (CPS) data on employment and retirement of older workers and CPS’s panel structure, I explore if older workers left their jobs and the labor force voluntarily as a part of “the great resignation”. I find that very few workers quit their jobs voluntarily, and most retirements were preceded by involuntary job loss and unemployment. Second, using the Health and Retirement Study (HRS) with its rich data on wealth, employment, and the special Covid-19 related questions included in 2020 HRS (Wave 15), I examine if older workers who experienced job loss during the pandemic retired because they were financially prepared for retirement. I find that among the small group of older workers who quit their jobs because of the pandemic, the majority did not have adequate retirement assets and their decision is more likely to be based on their health status and vulnerability during the pandemic.

Employment Effects of Incentivized Gradual Retirement Plans

Abstract We investigate the effect of Incentivized Gradual Retirement plans (GRPs) on employment. GRPs encourage later retirement of older workers by offering a reduction in working hours with only a limited decrease in net earnings and pension accrual. A second policy aim is that municipalities use this freed up capacity to hire more young employees. We exploit variation in the availability of GRPs between Dutch municipalities to identify its employment effects. We find that GRPs increase labor supply for older civil servants by almost 7 full-time weeks on a yearly basis. We do not find an increase in the hiring of young workers.

Note on the Myth that Older Workers Delaying Retirement Creates Unemployment for the Young

A common concern when raising the retirement age is that the delayed retirement of older workers will crowd out younger workers from the labour market causing an increase in youth unemployment. This note shows that there is little empirical evidence to support this concern. Rather, the opposite is more likely to be true and older workers delaying their retirement may actually improve the employment opportunities for the young.

Ageing Of The Workforce: Effects On The Labour Market With Participation And Retirement

Ageing of the work force in New Zealand is an important determinant of labour market dynamics. In addition to the median age and the proportion of workers in retirement age, the nature of occupations and health and financial security are also important determinants of participation and retirement.The baby boom generation has approached their retirement years and the age structure of the working age population has also significantly altered. Consequently, the retirement of older workers is expected to make-up an important source of new job openings over the coming decades.Estimating and forecasting likely future retirement rates by occupational groups is of considerable interest, and provides further insights into labour market dynamics.In this study, recent historical retirement rates for broad (3-digit) ANZSCO occupational groups were derived using an internationally accepted methodology known as the cohort component method, adapted to allow for some participation by older age groups. Occupational employment data by age extracted from the recently released 2013 Census was analysed along with the corresponding data from the 2006 Census to estimate the average retirement rates over the 2006-13 period. These rates are then used to project future retirement rates over the 2013-20 period for the same broad occupational groups. Projections were based on the Working Age Population projections for age groups and their associated participation rates.

Postretirement Work Role Residuals: The Role of Prior Work in the Lives of Fully Retired Individuals

Purpose of the study: From a role theoretical perspective it can be expected that individuals differ in the extent to which they experience aspects of the work role after they have fully retired from it. Quantitative empirical insights regarding these postretirement “work role residuals” are scarce though. This study aims at filling this gap, by developing a measure of postretirement work role residuals and examining these in relation with preretirement work characteristics, engagement in alternative roles, and expectations about retirement. Design and Methods: Analyses are based on panel data collected in 2001, 2006/7, and 2011 among 860 older individuals in the Netherlands, who were employed at Wave 1 and fully retired after that. Results: Even though for the majority of retirees prior work plays only a minor role in their current lives, also for a considerable share of retirees prior work is still important. Higher levels of postretirement work role residuals were observed among those retirees who retired recently, used to work in higher occupations, frequently worked overtime, and expected to miss work-related social status in retirement. Implications: Postretirement work role residuals capture a relevant dimension of the postretirement process that has received limited attention in the literature on retirement of older workers thus far.

Understanding and facilitating age diversity in organizations

Purpose – The article aims to introduce two Special Issues of Journal of Managerial Psychology on age diversity in organizations. It reviews two frameworks for understanding age diversity. The first framework focuses on age stereotypes and bias that have a negative influence on human resource decision making about older workers. The second framework emphasizes that the retirement of older workers will create a shortage of talented employees in organizations. As a result, we need to find ways of retaining older workers in organizations, and these goals are more important in some nations than others. Design/methodology/approach – Conceptual article. Findings – This is a conceptual article, but the results offer suggestions for increasing age diversity in organizations. Research limitations/implications – The article suggests that additional research is needed on the two frameworks noted above. Practical implications – This article suggests several strategies for reducing biases against older workers, and in...

Phased Retirement for Older Workers in Taiwan

Working part-time has become a popular option during transition from a full-time career job to full retirement among older workers all over the world. Five waves of The Survey of Health and Living Status of the Elderly in Taiwan, from 1989 to 2003, are used to study older workers’ part-time work behaviors. The data confirm that more than 20% of full-time older workers with at least 10 years of job tenure do not fully retire from their career jobs. Moreover, there exists a significant proportion of older workers who stay with their career jobs and work part-time. We found that due to pension regulations, public sector employees are less likely to stay with their long-term employers and use phased retirement options.

Retirement of Older Workers and Employment of the Young

Policy makers have often argued that an additional benefit of facilitating early retirement is that it creates employment for the young. This may happen if older and younger workers are substitutes. Nowadays policies are aimed at increasing employment of older people to counter the economic consequences of an aging population. Opponents of such policies argue that these will adversely affect youth employment. This paper revisits the nexus between employment of older and younger workers, if only to put any concerns for adverse effects of later retirement on youth employment to rest. To empirically investigate this issue we estimate a dynamic model of employment of the young, prime age and old people using panel data of 22 OECD countries over the time period 1960–2008. Our empirical analysis does not support the hypothesis that employment of the young and old are substitutes and finds some minor complementarities. This suggests that encouraging later retirement will have no adverse effect on youth employment.

Let Go or Retain? A Comparative Study of the Attitudes of Business Students and Managers About the Retirement of Older Workers

This study's central research question is: “How do managers evaluate the desirability of early retirement of their employees, and under what circumstances and for what types of workers are they in favor of delay?” We sought to compare managers' and business students' decision making regarding older workers. We examined the extent to which student samples are appropriate to study organizational behavior. An identical factorial survey was carried out among 26 managers and 25 business school students. The results revealed that business students concentrate on performance‐related individual characteristics when making selection decisions, whereas managers also recognize contextual factors (need for downsizing, tight labor market) and older workers' attitudes toward retirement.

Recent Developments in the Employment and Retirement of Older Workers in Germany

Against a background of an aging population, rising social security costs, and foreseeable labor and skill shortages, there have been public policy changes affecting older workers in Germany. Labor-market related initiatives aim at an increase of labor force participation among this group. Enterprise-related, active age-management strategies aim at improving occupational conditions of aging workers. In this context, prolonging the working life must be seen as one option of “active aging.” Another view of the current retirement discussion is the question of how the unused potential of Germany's younger, earlyretired seniors can be exploited. Active aging has become a social duty nowadays, with the intention that older persons contribute to society to avoid generational conflicts. In the future, active aging will preserve the competitiveness of enterprises and of the entire economy, despite an aging labor force. But gerontological research points out that different options to carry out individual life plans of active aging are also required. This article reviews the changes in public policies towards older workers and includes the findings of a project that illustrates good practice to combat age barriers in the labor world.

Compulsory Retirement of Air Line Pilots

One of the basic issues behind the continuing controversy over mandatory versus discretionary retirement of older workers is the capacity of such workers to meet standards of performance. In particular, it is debated whether there is any close association between age and performance, such as to justify the establishment of an arbitrary age at which all members of a particular occupational group should be required to retire from that employment. This issue has become acute in the air lines since the issuance of a regulation by the Administrator of the Federal Aviation Agency, on March 15, 1960, forbidding any individual who had attained age 60 to continue in service as a pilot on a scheduled air carrier. This regulation, which is now in litigation, was preceded by a series of retirement disputes between the Air Line Pilots Association and various commercial air carriers under the Railway Labor Act. This article traces these disputes, describes the arguments involved in the legal contest over the FAA directive, and discusses the industrial relations developments which may follow if the retirement regulation is sustained in the courts. (Author's abstract courtesy EBSCO.)

Criteria for Retirement: A Report of the National Conference on Retirement of Older Workers.

Criteria for Retirement: A Report of the National Conference on Retirement of Older Workers.

Review: Criteria for Retirement: A Report of the National Conference on Retirement of Older Workers

Review: Criteria for Retirement: A Report of the National Conference on Retirement of Older Workers

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers. Geneva Mathiasen

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers. Geneva Mathiasen

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement. A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement. A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement. A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement. A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers

Criteria for Retirement: A Report of a National Conference on Retirement of Older Workers