scholarly journals To leave or not to leave: retirement intentions and retirement behaviour

2014 ◽  
Vol 36 (2) ◽  
pp. 259-281 ◽  
Author(s):  
PER ERIK SOLEM ◽  
ASTRI SYSE ◽  
TRUDE FURUNES ◽  
REIDAR J. MYKLETUN ◽  
ANNET DE LANGE ◽  
...  
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Good Health ◽  
Blue Collar Workers ◽  
Labour Market Participation ◽  
Low Education ◽  
White Collar Workers ◽  
Work Continuation ◽  
Work Up ◽  
Retirement Intentions

ABSTRACTResearch on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for retirement improved predictive power whether the target was preferred or decided, and particularly so if the target (i.e. the preferred or decided age of retirement), corresponded with a normative retirement age. Because more workers are able to state a preferred age of retiring than a decision about when to retire, preferences may be better proxies for retirement behaviour than decisions, when the issue is planning for policies. The correspondence between intentions and behaviour varies primarily by health, education and type of work. Older workers with poor health, and workers with low education, often retire earlier than they prefer. Blue-collar workers often retire earlier than they had decided. These findings illustrate the possible effect of labour market resources, not only for senior workers' labour market participation, but also for their opportunities to work up to the age they prefer or had decided. Even for white-collar workers and those in good health, constraints seem to apply when they wish to retire late.

De-standardisation and differentiation of retirement trajectories in the context of extended working lives in the Netherlands

2016 ◽  
Vol 40 (4) ◽  
pp. 890-912 ◽  
Author(s):  
Aart-Jan Riekhoff
Keyword(s):  
The Netherlands ◽  
Labour Market ◽  
Older Workers ◽  
Register Data ◽  
Market Participation ◽  
Men And Women ◽  
Market Withdrawal ◽  
Working Lives ◽  
Labour Market Participation

During recent decades, labour market participation among older workers in the Netherlands has increased significantly. Postponing workers’ labour market withdrawal potentially makes their retirement patterns more uncertain and less predictable. This article uses Dutch register data to analyse de-standardisation and differentiation of retirement trajectories of men and women born between 1940 and 1946 for the age bracket of 59–65 ( N = 12,843). The results indicate that retirement trajectories of men have become more homogeneous, whereas those of women somewhat more heterogeneous. Simultaneously, retirement patterns of both men and women became more complex from one birth year to another.

scholarly journals Effects of Generational Competition and Substitution on Late Labour Participation and Labour Market Exit from a Multilevel Perspective

2013 ◽  
Vol 38 (4) ◽  
Author(s):  
Henriette Engelhardt ◽  
Christopher Schmidt
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Labour Force ◽  
Cohort Size ◽  
Market Participation ◽  
Early Exit ◽  
Market Structures ◽  
Highly Educated ◽  
Labour Market Participation ◽  
Negative Effect

In this paper, we investigate the effects of demographic, economic and labour market structures on labour market participation and on the transition to inactivity (exit) for older males in eleven European countries. Theoretically, our analysis is guided by considerations of intragenerational competition and intergenerational substitution. Following Easterlin’s hypothesis that intragenerational competition rises with cohort size, we assume a negative effect of cohort size on labour market participation and a positive effect on early exit from the labour market. Taking into account that different cohorts are substitutes at least to a certain extent, we assume that the probability of an early exit will be reduced by a high intergenerational exchange ratio in favour of older workers. Thus, labour market participation is influenced by the populations’ age structure both when entering the labour force and during the career. Moreover, low shares of graduates in older cohorts are expected to reduce older workers’ chances of labour market participation. In addition to demographic structures, general economic conditions, such as per capita GDP and its development over time, act both to further and to hamper the employment of older workers. Additionally, labour market structures, such as unemployment rates, the extent of part-time work or the amount of service jobs influence individual participation and the transition to inactivity. To test these hypotheses, we use merged data from the first two waves of SHARE and macro-level indicators from Eurostat. We estimate a two-level random-intercept logit model which allows us to determine the share of variance in international late careers that can be attributed to country-specific factors and can quantify the relative impact of specific socio-demographic and socio-economic backgrounds. Our results imply that cross-national variance in labour market participation is mainly driven by the instance of long-term unemployment and the share of highly-educated older men. While our analyses reveal some evidence of intragenerational competition, we do not find evidence of intergenerational competition forcing early exit or decreasing participation.

Introduction Themed Section: What do Older Workers Want?

2006 ◽  
Vol 5 (4) ◽  
pp. 479-483 ◽  
Author(s):  
Wendy Loretto ◽  
Sarah Vickerstaff ◽  
Phil White
Keyword(s):  
Public Policy ◽  
Labour Market ◽  
Older Workers ◽  
Working Life ◽  
Social Implications ◽  
European Policy ◽  
House Of Lords ◽  
Labour Market Participation ◽  
Employment Rates ◽  
Employment Decline

Across the industrialised nations, the labour market participation of older workers (i.e. those aged 50 and over) continues to attract considerable attention, as the numbers in employment decline and those who are inactive or retired increase (for a 21-country review see OECD, 2006). Against a background of concern over the economic and social implications of low employment rates among the over-50s, much public policy has come to focus on extending the average working life by encouraging people to work for longer and to delay retirement (see, for example, House of Lords, 2003; and on European policy, von Nordeim, 2004).

scholarly journals Sustainable work for health and job longevity

2021 ◽  
Vol 6 (2) ◽  
pp. 147-162
Author(s):  
Maria Albin ◽  
Theo Bodin ◽  
Eskil Wadensjö
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Grade Level ◽  
Economic Incentives ◽  
Individual Health ◽  
Welfare Systems ◽  
White Collar Workers ◽  
Individual Health Status ◽  
Middle Socioeconomic Status ◽  
Job Longevity

While improved public health in groups with high or middle socioeconomic status (e.g. educational level) permits many to work for more years, the gap is widening for less advantaged groups, such as those with only compulsory level education. Within manual jobs, individual health status and the challenges of physical demands exceed the physical capacity of many middle-aged, and with a low bargaining power, constitute major threats to job longevity. Artificial intelligence and digitization are also rapidly transforming the labour market, especially for low-mid grade (level) white-collar workers. Young workers often have insecure job contracts, while older workers may have a permanent position but have a fear of leaving a safe position for a new one, and ultimately may be forced to leave their job when they are unable to meet the demands. Current economic incentives to prolong working life – often combined with more restrictive unemployment and disability benefits – may overall increase work participation but may also decrease sustainability in the more disadvantaged part of the labour market. Recent research suggests that unemployment is the most important factor behind lost working years among workers with less education, and that primary prevention focused on the work environment rather than individual health promotion (lifestyle habits), will enhance sustainability together with inclusive welfare systems. Resilience, or reduced vulnerability, in the workforce on a macro- and workplace level can be achieved by well-established societal measures.

Retirement or committed to work?

2011 ◽  
Vol 34 (1) ◽  
pp. 80-90 ◽  
Author(s):  
Andrea Winkelmann‐Gleed
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Labour Force ◽  
Political Agenda ◽  
Market Participation ◽  
Content Type ◽  
Work Related ◽  
Working Lives ◽  
Positive Elements ◽  
Labour Market Participation

PurposeThe purpose of this paper is to provide a UK older worker's perspective on the influences of multiple work and non‐work related commitments on their decision to extend working lives or to retire. As demographic change and economic challenges related to the financing of health care and pension plans affect retirement policies, this paper seeks to explore the individual worker's perspective. Their choice is framed by seeking to balance financial security in later life with the positive elements of work and the desire to match work with other commitments, something hardly taken into consideration by employers.Design/methodology/approachThe paper combines findings from existing research studies and UK based, semi‐structured interviews conducted as part of two ESF (European Social Fund) funded projects aiming at extending labour market participation for older workers. Key areas, such as retirement planning, training, flexibility and health are explored and the organisational identities/commitment literature provides a conceptual framework for understanding the push and pull factors associated with labour market exit among the over 50s.FindingsFundamental to the success of changes in government pension policies in terms of extending labour market participation of older workers is the element of individual agency rather than a view of victimisation. Viewing older workers as the ones who have to pay for increasing life expectancy by working longer could lead to people staying in work for the wrong reasons, negatively affecting productivity and job satisfaction. The discussion and conclusion stress the need for deeper understanding of work as one contributor to overall quality of life.Originality/valueThe political agenda to prolong working lives is principally driven by economic arguments. However, for any future policies to lead to an intrinsic motivation to want to remain in work, the voices of older workers express the desire to combine work with non‐work related commitments and identities. Achieving such balance could benefit the whole labour force.

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