Access to Bridge Employment: Who Finds and Who Does Not Find Work After Retirement?

Dingemans, Ellen; Henkens, Kène; Solinge, H. van

doi:10.1093/geront/gnu182

Cited by 63 publications

(79 citation statements)

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“…From an economic perspective, these changes are mainly supply-side driven: as a result of population aging, closed-off pathways into early retirement, decreased retirement benefits, and changing retirement preferences, there are more older workers in the labor market that seek employment until and beyond normal retirement age (Dingemans et al, 2015;European Commission, 2015). On the demand-side, most organizations are reluctant to recruit or retain older workers on a large scale.…”

Section: Introductionmentioning

confidence: 99%

European Top Managers’ Age-Related Workplace Norms and Their Organizations’ Recruitment and Retention Practices Regarding Older Workers

Mulders

Henkens

Schippers

2016

GERONT

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The published version is available online at: http://dx.doi.org/10.1093/geront/gnw076 Abstract Purpose of the Study: Top managers guide organizational strategy and practices, but their role in the employment of older workers is understudied. We study the effects that age-related workplace norms of top managers have on organizations' recruitment and retention practices regarding older workers.We investigate two types of age-related workplace norms, namely age equality norms (whether younger and older workers should be treated equally) and retirement age norms (when older workers are expected to retire), while controlling for organizational and national contexts. Data and Methods:We use data collected among top managers of 1088 organizations from six European countries. We run logistic regression models to estimate the effects of age-related workplace norms on four different organizational outcomes: (1) recruiting older workers; (2) encouraging working until normal retirement age; (3) encouraging working beyond normal retirement age; and (4) rehiring retired former employees.2

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Section: Introductionmentioning

confidence: 99%

European Top Managers’ Age-Related Workplace Norms and Their Organizations’ Recruitment and Retention Practices Regarding Older Workers

Mulders

Henkens

Schippers

2016

GERONT

Self Cite

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“…Unequal access may have negative effects as people may feel unfairly treated when they do not have access (Greenberg, Roberge, Ho, & Rousseau, 2004). This is important for older workers, as traditionally, access to workplace flexibility for older workers has been regulated through certain ages (e.g., 50 or 55 years) at which a worker is entitled to flexibility, such as reduced working hours or exemption from working night shifts Dingemans et al, 2015). Hence, a crucial aspect of availability concerns the extent to which options are available to all employees or to a limited group of workers.…”

Section: Workplace Flexibility For Workersmentioning

confidence: 99%

“…Finally, a type of workplace flexibility for older workers concerns early retirement and bridge employment options (Dingemans et al, 2015;Wang & Shi, 2014). Early retirement options offer employees the flexibility of ceasing working lives earlier than state pension age, while bridge employment options allow them to achieve a more flexible transition from fulltime work towards fulltime retirement through for instance reduced working hours, demotion, or the opportunity to work in another career until one's retirement (Armstrong-Stassen, 2008b).…”

Section: Workplace Flexibility For Workersmentioning

confidence: 99%

“…In particular during the later stages of one's career and approaching retirement age, flexibility may be influential in how people experience their work. Accordingly, bridge employment theory (Dingemans et al, 2015) offers a framework of understanding choices and needs at these later stages during one's career.…”

Section: The Theory Of Work Motivation Across the Lifespanmentioning

confidence: 99%

“…However, increasingly retirement is being perceived as a process, which means that people gradually change their work roles and psychological perspectives on their work and careers (Dingemans & Henkens, 2014). Accordingly, the retirement process now involves many more flexible forms of employment relationships, often referred to as bridge employment (Dingemans, Henkens, & Van Solinge, 2015). Bridge employment creates flexibility in how older workers transition from their work and career jobs towards full retirement, and may include a variety of work attachments, including part-time work, reduced working hours, and demotion (Wang, Zhan, Liu, & Shultz, 2008).…”

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confidence: 99%

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Workplace Flexibility across the Lifespan

Bal¹,

Jansen²

2016

Research in Personnel and Human Resources Management

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As demographic changes impact the workplace, governments, organizations and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This paper presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits.Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The paper ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.Flexibility can be regarded as one the key concepts of the contemporary workplace (Bird, 2015). Organizations try to become more flexible and adaptable to ever changing economic circumstances (Volberda, 1996; Way et al., 2015), while employees are expected to be more flexible in how they approach their jobs and careers (Hill et al., 2008a). Moreover, employees are increasingly looking for more flexibility in how they balance their work with their personal lives (Allen, Johnson, Kiburz, & Shockley, 2013;Ferguson, Carlson, & Kacmar, 2015), and in how they develop their careers (Moen & Sweet, 2004). Finally, governments across the world have increasingly responded to these trends by declaring flexibility the keyword for the future workforce and workplace (Johnson, 2011). In all these instances the denotation 'flexibility' refers to a different object and consequently has a different meaning. 3It is not surprising that the increasing popularity of the allegedly multi-interpretational term flexibility has coincided with rapid demographic changes in the workforce, including the aging of populations across the world (Kooij, 2015;Zacher, 2015). These demographic changes have caused governments, organizations, and employees to take a different position in how work and careers are both conceived and realized when life expectancy will rise to 100 years and above. However, current retirement systems are largely based on people retiring at 65 years (Wang & Shultz, 2010). One of the more immediate consequences of the aging population is that the ratio of working vs. non-working people is declining rapidly, causing more non-working people to be dependent upon a smaller number of people in jobs (Johnson, 2011). As these changes have put greater pressure on the affordability of pensions in many countries worldwide, governments have been engaging in the process of stimulating longer careers and ceasing with financially supporting early retirement. However, whereas the need for people to work beyond retirement has increased...

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The Marche: Italy's new frontier for international retirement migration

King

Çela

Morettini

et al. 2019

Population Space and Place

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Within the linked fields of population, migration, and ageing, international retirement migration (IRM) has emerged as a strong focus for empirical research. Thus far, the classic studies have been on European North–South IRM, with a specific concentration on iconic regions such as the Costa del Sol, southern France, and Tuscany. But the geography of IRM is constantly changing, as prior destination regions become “saturated” and perhaps too expensive, so that new “frontiers” are opened up. One such frontier is the Italian region of Marche, now seen as a cheaper and more “authentic” region than Tuscany. This paper uses interview narratives from 69 older age British, Dutch, and German people who have relocated, as either permanent settlers or seasonal residents, in the Marche, in order to answer two questions. The questions relate first to the main drivers of IRM at the decision‐making level and, second, to the experiences of living there, including advantages and disadvantages. We find the participants for the most part engaged in active ageing, growing their own produce, and joining in local community life and are appreciative of the beauty of the hilly landscape. However, “full” integration is hampered by language and cultural barriers, whereas the bureaucracy is their main complaint.

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Access to Bridge Employment: Who Finds and Who Does Not Find Work After Retirement?

Abstract: The current study provides evidence for the impact of the social context on postretirement work and suggests a cumulative disadvantage in the work domain in later life.

Cited by 63 publications

References 46 publications

European Top Managers’ Age-Related Workplace Norms and Their Organizations’ Recruitment and Retention Practices Regarding Older Workers

European Top Managers’ Age-Related Workplace Norms and Their Organizations’ Recruitment and Retention Practices Regarding Older Workers

Workplace Flexibility across the Lifespan

The Marche: Italy's new frontier for international retirement migration

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