Evolving Patterns of Work and Retirement

Cahill, Kévin; Giandrea, Michael D.; Quinn, Joseph F.

doi:10.1016/b978-0-12-417235-7.00013-5

Cited by 21 publications

(17 citation statements)

References 30 publications

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“…It is also true for the other three cohorts of younger HRS respondents (not shown) – about one-half of the FTC job leavers who moved to a bridge job rather than out of the labor force. This is consistent with considerable literature on the tremendous importance of bridge job employment in the retirement process (Quinn, 1999; Cahill et al ., 2006, 2013, 2015 a , 2015 b , 2018; Alcover et al ., 2014; Wang et al ., 2014). As with the cross-sectional findings above, bridge job prevalence among public-sector workers was somewhat lower than that among private-sector workers and public-sector men and women on bridge jobs were more likely to be working part-time.…”

Section: Resultsmentioning

confidence: 99%

Transitions from career employment among public- and private-sector workers

Quinn

Cahill

Giandrea

2019

Journal of Pension Economics and Finance

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Do the retirement patterns of public-sector workers differ from those in the private sector? The latter typically face a retirement landscape with exposure to market uncertainties through defined-contribution pension plans and private saving. Public-sector workers, in contrast, are often covered by defined-benefit pension plans that encourage retirement at relatively young ages and offer financial security at older ages. We examine how private- and public-sector workers transition from full-time career employment, with a focus on the importance of gradual retirement. To our surprise, we find that the prevalence of continued work after career employment, predominantly on bridge jobs with new employers, is very similar in the two sectors, a result with important implications in a rapidly aging society.

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Section: Resultsmentioning

confidence: 99%

Transitions from career employment among public- and private-sector workers

Quinn

Cahill

Giandrea

2019

Journal of Pension Economics and Finance

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“…These indicators of paid and unpaid productive activity are also important measures of social engagement and civic participation and could be separated into additional age brackets or deciles (e.g., 60–75 years) for more detailed information. It is important to note that employment is also not defined according to hours worked, acknowledging both the civic connections and benefits that come from any level of paid employment and that retirement is not a single event and includes a diverse range of retirement patterns [ 109 ].…”

Section: Civic Participation and Employmentmentioning

confidence: 99%

How Can the Lived Environment Support Healthy Ageing? A Spatial Indicators Framework for the Assessment of Age-Friendly Communities

Davern

Winterton

Brasher³

et al. 2020

IJERPH

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The Age-Friendly Cities and Communities Guide was released by the World Health Organization over a decade ago with the aim of creating environments that support healthy ageing. The comprehensive framework includes the domains of outdoor spaces and buildings, transportation, housing, social participation, respect and inclusion, civic participation and employment, communication and information, and community and health services. A major critique of the age-friendly community movement has argued for a more clearly defined scope of actions, the need to measure or quantify results and increase the connections to policy and funding levers. This paper provides a quantifiable spatial indicators framework to assess local lived environments according to each Age-Friendly Cities and Communities (AFC) domain. The selection of these AFC spatial indicators can be applied within local neighbourhoods, census tracts, suburbs, municipalities, or cities with minimal resource requirements other than applied spatial analysis, which addresses past critiques of the Age-Friendly Community movement. The framework has great potential for applications within local, national, and international policy and planning contexts in the future.

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“…Many workers who plan to continue working in career jobs at reduced hours as they get older find it impossible to do so, and end up fully retired ( Abraham & Houseman, 2005 ). Still others voluntarily retire and then reenter the labor force seeking new jobs ( Cahill, Giandrea, & Quinn, 2015 ). Older workers experience lower unemployment rates than prime-age workers, but when they become unemployed, they tend to have a harder time finding new jobs and remain unemployed for longer periods of time than younger workers ( Monge-Naranjo & Sohail, 2015 ; O’Leary & Wandner, 2001 ).…”

Section: Labor Force Patterns Of Older Workersmentioning

confidence: 99%

Public Employment Policy for an Aging Workforce

Wandner

Balducchi²,

O’Leary

2018

Gerontology and Geriatric Medicine

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Americans are working longer. For many older workers, employment earnings are essential for self-sufficiency. When older workers are forced to change jobs, they suffer bigger earnings losses and take longer to find new jobs than prime-age workers. Unfortunately, public workforce policy has not adapted to serve older workers. Our strategic survey of published research evidence and government statistics suggests a variety of ways that employment programs could be adapted to benefit older workers. In this article, we examine the changing age composition of the labor force, the employment patterns of older workers, and offer specific improvements in public employment policy for an aging workforce.

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Evolving Patterns of Work and Retirement

Cited by 21 publications

References 30 publications

Transitions from career employment among public- and private-sector workers

Transitions from career employment among public- and private-sector workers

How Can the Lived Environment Support Healthy Ageing? A Spatial Indicators Framework for the Assessment of Age-Friendly Communities

Public Employment Policy for an Aging Workforce

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