De relatie tussen employability en de intentie tot langer doorwerken

2011 ◽  
Vol 24 (4) ◽  
Author(s):  
Stijn de Graaf ◽  
Maria Peeters ◽  
Beatrice van der Heijden
Keyword(s):  
Older Workers ◽  
Structural Equation ◽  
Career Management ◽  
Retirement Age ◽  
Training And Education ◽  
Older Employees ◽  
Pension Age ◽  
Job Participation ◽  
The Relationship ◽  
Retirement Intentions

A study on the relationship between employability and the retirement intentions of older workers A study on the relationship between employability and the retirement intentions of older workers Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 374-391.Very recently, it has been decided that the retirement age in the Netherlands will increase to 66 in 2020. Therefore, it is more and more important to understand what motivates older employees to work until their pension age (as opposed to quitting the workforce prematurely). In this study, among 151 Dutch employees of 45 years and older, the central aim was to examine the relationships between workers’ employability perceptions and their intention to work until their retirement age. Additionally, we have investigated to what extent ‘the learning value of the job’, ‘participation in training and education’, and ‘career management’ relate to workers’ employability perceptions. Results of Structural Equation Modelling showed that employability is a significant predictor of the intention to work until retirement age. Moreover, our results indicated that ‘learning value of the job’ and ‘participation in training and education in adjacent area’s’ are important antecedents of one’s employability. The main conclusion of this study is that the higher older employees’ perceptions regarding their own employability, the stronger their intention to work until the official pension age will be. Moreover, a solid learning value of the job as well as possibilities for training in adjacent areas will contribute positively to the employability perceptions of older employees.

scholarly journals Employment Exits Near Retirement Age: An Agency-analysis

2020 ◽  
Author(s):  
Hanna Kosonen ◽  
Katri Keskinen ◽  
Pirjo Nikander ◽  
Kirsi Lumme-Sandt
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Qualitative Interview ◽  
Limiting Factors ◽  
Retirement Age ◽  
Thematic Content Analysis ◽  
Individual Agency ◽  
Older Employees ◽  
Retirement Decisions ◽  
The Relationship

Population aging has prompted international governing bodies to recommend extending work careers and postponing retirement age. Retirement decisions cannot be fully reduced to either structural influences or individual agency. Older workers may face several limiting factors when continuing their careers beyond the official retirement age, including internalized attitudes towards aging at work. Our aim is to develop agency analysis that involves both structural and individual components to fully illustrate the heterogeneity of older workers and their retirement decisions. By studying qualitative interview data via thematic content analysis and a modality-based agency framework, we found that agency manifests in various different ways in older employees’ work exit accounts and that the relationship between individual agency and structures is complex. We conclude that agency analysis of aging employees offers insights into the complexity of the retirement process and may thus inform us about how to help extend work careers.

scholarly journals From plans to action? Retirement thoughts, intentions and actual retirement: an eight-year follow-up in Finland

2020 ◽  
pp. 1-31
Author(s):  
Satu Nivalainen
Keyword(s):  
Older Workers ◽  
Independent Effect ◽  
Retirement Age ◽  
Retirement Plans ◽  
Key Factors ◽  
Older Employees ◽  
Working Lives ◽  
Step Model ◽  
The Difference ◽  
Retirement Intentions

Abstract This study applies Feldman and Beehr's three-step model to examine retirement as a decision-making process leading from retirement thoughts to retirement plans and from retirement plans to actual retirement. The results show that retirement thoughts have a clear independent effect on retirement plans as measured by intended retirement age. Furthermore, retirement plans have an isolated effect on retirement patterns. Intended retirement age is the strongest predictor of actual retirement age. Retirement intentions can be thought to represent the effect of unobservable characteristics on retirement, such as preference and motivation. Retirement plans materialise with quite high accuracy. Several key factors are associated with intended and actual retirement age in a similar manner. Unemployment and higher income are connected with earlier planned and actual retirement. Health has a pronounced effect: better health is conducive to later retirement while weaker health (sickness absences) is conducive to earlier retirement. This applies both to retirement intentions and actual retirement and to the difference between the two. The most important way for organisations to extend working lives is to look after the health of older employees. Giving older workers an increased sense of control and lowering job demands helps to prevent premature retirement. Supporting older workers’ continued employment is significant for the retention of older workers, while layoffs targeting older workers shorten working lives.

scholarly journals Stereotype threat and older worker’s attitudes: a mediation model

2018 ◽  
Vol 47 (1) ◽  
pp. 187-205 ◽  
Author(s):  
Eduardo Oliveira ◽  
Carlos Cabral Cardoso
Keyword(s):  
Stereotype Threat ◽  
Older Workers ◽  
Structural Equation ◽  
Work Attitudes ◽  
Equation Modeling ◽  
Mediation Model ◽  
Cross Sectional ◽  
Content Type ◽  
Negative Work ◽  
The Relationship

Purpose Taking a social identity approach, the purpose of this paper is to examine the extent to which age-based stereotype threat mediates the relationships between older workers’ negative age-based metastereotypes and two negative work attitudes: organizational disidentification and work disengagement. Design/methodology/approach A two-wave cross-sectional design was adopted to collect data from 423 blue-collar older workers of the Portuguese manufacturing sector. Structural equation modeling was used to test the mediation model. Findings The analyses show that age-based stereotype threat partially mediates the relationship between negative age-based metastereotypes and negative work attitudes. Moreover, findings suggest that older workers respond to negative age-based metastereotypes through threat reactions, and undesirable work attitudes. Originality/value This paper contributes to the literature by showing the importance of negative age-based metastereotypes and age-based stereotype threat in workplace dynamics. It also provides evidence that age threats impair the relationship older workers keep with their organization and their work.

scholarly journals Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

2016 ◽  
Vol 6 (2) ◽  
pp. 61 ◽  
Author(s):  
Carin Ulander-Wänman
Keyword(s):  
Older Workers ◽  
Total Population ◽  
Working Hours ◽  
Working Life ◽  
Legal Regulation ◽  
Retirement Age ◽  
Elderly Persons ◽  
Older Employees ◽  
Collective Agreements ◽  
The Eu

Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

scholarly journals The Relationships between Attitudes, Subjective Norm and Hiring Intention - Does Age Make a Difference?

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Claudia Lau ◽  
Choong Yuen Onn ◽  
Thamil Durai a/l Chelliah ◽  
Chan Ling Meng
Keyword(s):  
Older Workers ◽  
Structural Equation ◽  
Participation Rate ◽  
Subjective Norm ◽  
Moderating Effect ◽  
Foreign Workers ◽  
Business Organizations ◽  
Cross Sectional ◽  
Labour Shortage ◽  
The Relationship

Objective: Malaysia is currently facing a phenomenon where a growing portion of its older population experiencing a decline in their employment participation rate. Simultaneously, most job vacancies are filled by foreign workers as a result of a labour shortage.  One of the ways to substitute foreign workers is to utilise skilfully and experienced older workers. However, such requires the willingness of business organizations to hire these workers. Therefore, the main objective of the present study is to predict the relationship of managers’ attitudes and subjective norm with their intention to hire older workers, with age as a moderating variable. Methodology: The Theory of Planned Behaviour was identified to include the age of respondents as the moderator on the relationships between attitudes and hiring intention. Cross-sectional data were collected from managers of business organizations via personal administered quantitative surveys questionnaire. Hypotheses were tested using structural equation modelling (SEM-PLS). Results: The response rate was 78% (n=468). The research model accounted for a moderate portion of the variance in overall hiring intention (R2=0.377) and future hiring intention (R2=0.392). The findings suggested that: (1) attitudes and subjective norm are related to overall hiring intention and future hiring intention; (2) age has a moderating effect on the relationship between attitudes and overall hiring intention, but there is no moderating effect on the relationship between attitudes and future hiring intention. Implication: The empirical result has important implications for human resource strategists, academic researchers and public policymakers as it serves as an additional fuel to combat the nation's acute labour shortage by hiring able and willing older workers.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

Job crafting and motivation to continue working beyond retirement age

2016 ◽  
Vol 21 (5) ◽  
pp. 477-497 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Sense Of Coherence ◽  
Structural Equation ◽  
Job Demands ◽  
Cross Sectional Study ◽  
Job Crafting ◽  
Equation Modeling ◽  
Retirement Age ◽  
Cross Sectional ◽  
Content Type ◽  
Older Employees

Purpose The purpose of this paper is to examine how promotion- and prevention-focussed job crafting impacts the motivation of older employees to continue working beyond retirement age. The authors hypothesized that promotion-focussed job crafting (i.e. increasing social and structural job resources, and challenging job demands) relates positively and prevention-focussed job crafting (i.e. decreasing hindering job demands) relates negatively with motivation to continue working after reaching the official retirement age, and that these relationships are sequential mediated by work sense of coherence and burnout. Design/methodology/approach Data from 229 older employees (mean age=55.77) were analyzed using structural equation modeling. Findings Promotion-focussed job crafting was positively and prevention-focussed job crafting was negatively related with employees’ work sense of coherence, which was predictive of employees’ burnout, which in turn was predictive of motivation to continue working beyond retirement age. Research limitations/implications Despite the cross-sectional study design, the results unfold how promotion- and prevention-focussed job crafting are related with motivation to continue working beyond retirement age through work sense of coherence and burnout. Practical implications Given today’s aging and shrinking workforce, older employees working beyond their official retirement age are a necessity for organizations’ functional capability. The results suggest that organizations should encourage employees’ promotion-focussed job crafting and limit prevention-focussed job crafting. Promotion-focussed job crafting facilitates employees’ work sense of coherence, which keeps them healthy and motivates older employees to continue working beyond retirement age. Originality/value This study adds to the literatures on job crafting and motivation to continue working beyond retirement age and explicates intervening processes in this relationship.

scholarly journals Does Self-Efficacy and Team Leader Equity Matter for Older Workers’ Mental Health?

2020 ◽  
Vol 60 (6) ◽  
pp. 996-1004 ◽  
Author(s):  
Mi Sun Choi ◽  
Holly Dabelko-Schoeny ◽  
Mo Yee Lee ◽  
Alicia C Bunger
Keyword(s):  
Mental Health ◽  
Older Adults ◽  
Work Engagement ◽  
Older Workers ◽  
Self Efficacy ◽  
Structural Equation ◽  
Working Life ◽  
Team Leader ◽  
Equation Modeling ◽  
The Relationship

Abstract Background and Objectives Prolonged working life is not necessarily associated with good mental health. Despite the importance of healthy working life in later years, little research has been conducted on predictors of mental health in the workplace among older workers. This study aimed to investigate how personal (self-efficacy) and team (leader equity) factors are associated with older workers’ mental health through work engagement. Research Design and Methods We analyzed responses of 508 U.S. workers aged 50 years and older from the Age and Generations Study data using structural equation modeling. Results Results showed that perceived self-efficacy was a strong predictor of mental health. Also, work engagement was a powerful mechanism for promoting older adults’ mental health; engagement partially mediated the relationship between perceived self-efficacy and mental health, and fully mediated the relationship between team leader equity and mental health. Discussion and Implications The findings highlight how important it is for employers to invest in human capital development, suggesting human resource programs should focus on strategies that target older adults’ engagement through tailored self-efficacy programs and inclusive leadership training programs. Such attempts would contribute to enhancing the mental health of older workers.

Characteristics of the Work Environment Related to Older Employees' Willingness to Continue Working: Intrinsic Motivation as a Mediator

2011 ◽  
Vol 109 (1) ◽  
pp. 174-186 ◽  
Author(s):  
Peter T. van Den Berg
Keyword(s):  
Intrinsic Motivation ◽  
Work Environment ◽  
Older Workers ◽  
Job Characteristics ◽  
Hierarchical Regression ◽  
Job Autonomy ◽  
Regression Analyses ◽  
Older Employees ◽  
Relationship Of ◽  
The Relationship

The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

scholarly journals Work-related factors as predictors in the retirement decision-making process of older workers in the Netherlands

2013 ◽  
Vol 34 (9) ◽  
pp. 1551-1574 ◽  
Author(s):  
HANNA VAN SOLINGE ◽  
KÈNE HENKENS
Keyword(s):  
Decision Making ◽  
The Netherlands ◽  
Older Workers ◽  
Decision Making Process ◽  
Related Factors ◽  
Retirement Decision ◽  
Work Related ◽  
Older Employees ◽  
Retirement Policy ◽  
Retirement Intentions

ABSTRACTThis article examines work-related factors and their impact on the retirement decision-making process. We particularly focus on organisational human resources policies and normative climate regarding retirement. Organisations create opportunities and conditions for career extension via their personnel instruments. The normative climate may encourage or discourage retirement. We use a ten-year follow-up study among 1,458 older employees in the Netherlands aged 50–59 at baseline. Results reveal that older workers are sensitive to social approval earned from their co-workers and supervisor. A social climate that supports working up to higher ages is an important requisite for reducing the attractiveness of the early retirement option. Retirement intentions, formed in the years prior to retirement, are shaped by workplace norms and supervisors' attitudes. Results indicate that in order to delay retirement, policy initiatives cannot be reduced to altering financial restrictions surrounding retirement but need to address the forces at the organisational level that channel workers out of employment.

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