Feeling capable of remaining in the same job until retirement?

Molinié, Anne-Françoise

doi:10.1016/j.ics.2005.01.023

Cited by 9 publications

(6 citation statements)

References 8 publications

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“…Lack of interesting work activities, alienation and distancing from work due to reorganisation, new technology and bureaucracy were described as important reasons to stop working. This confirmed previous findings that powerlessness, performing unappreciated work, depersonalisation of work and lack of scope to express individual potential and personality reduced self-respect and status, and increased the willingness to leave working life Blauner, 1973;Cobb-Clark & Stillman, 2009;Forma et al, 2005;Gardell et al, 1979;Higgs et al, 2003;Hirschman, 1970;Molinié, 2005;Nilsson, 2004;2007d;2011a;2011b;Roethlisberger & Dicksson, 1939;Saurama, 2004;Schnalzenberger et al, 2008;Solem et al, 2001;. On the other hand, those interviewees who experienced empowerment in their work situation and could control and suit their working day to their functional ageing wanted to go on working for many years and believed they could do so.…”

Section: Bthe Decision To Continue Working or Retire Earlysupporting

confidence: 87%

“…employment after retirement from a full-time position, has been related to both retirement satisfaction and overall life satisfaction (Kim & Feldman, 2000). On the other hand, individuals who are tired of work, who feel no work motivation or ability to keep working, are more likely to retire early Higgs et al, 2003;Molinié, 2005).…”

Section: What Is the Attitude To Me As An Older Worker? How About Agementioning

confidence: 99%

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To Work or not to Work in an Extended Working Life

Nilsson

2010

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In most of the industrialised world, the proportion of older and retired people in the population is continuously increasing. This will have budgetary implications for maintaining the welfare state, because the active working section of the population must fund the non-active and old population. Aim: The overall aim of this thesis was to obtain knowledge about older workers' work and life situation in association with their planning and decision to retire from working life. Method: The thesis includes one qualitative and three quantitative studies conducted in Sweden. Result: Self-rated health was found to be a better measure than diagnosed disease of whether older workers believed they could work until 65 years or beyond. Health seems not to be a general impediment to working in old age if older workers are satisfied with their work situation and have enough time and opportunities to recover from fatigue. In one of Sweden's most hazardous work environments, older workers were not injured significantly more often than younger workers. Good mental and physical work environment, moderate working pace and working time, and the right competence and possibility for skills development were factors determining whether older workers believed they can extend their working life. Attitude to older workers in the organisation, motivation and work satisfaction were factors determining whether older workers want to extend working life. Health, personal economic incentives, family/leisure pursuits and attitude to pension in society affected both whether people believed they can and wanted to extend their working life. In their final retirement decision, older workers considered: i) their possibility to balance and adapt functional ageing and health to a sustainable work situation; ii) their economic situation; iii) possibilities for social inclusion and coherence; iv) and possibilities for meaningful activities. Whether these requirements were best fulfilled in or outside working life determined the decision to continue working or to retire. Conclusion: If it is desirable for society that people will to extend their working life, both the "can work" and the "want to work" factors need to be met. It is important to provide a good fit inside working life. This requires a focus not only on older workers, but also on organisations and managers in order to provide incentives that keep older workers in the work force. Keywords: ageing, older worker, retirement planning, retirement decision, motivation, meaningful activity, social inclusion, macro, meso, micro, work environment, working life, work ability, work injury, health, public health, diagnosed disease, self-rated health, organisation, basic premises for work, hardware in work, software in work Sammanfattning Antalet äldre i befolkningen ökar i förhållande till andra åldersgrupper. Detta beskrivs medföra en ekonomisk utmaning för samhället och att fler äldre behöver skjuta upp sin ålderspension.Avhandlingen bygger på fyra studier med det övergripande syftet att bidra t...

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Section: Bthe Decision To Continue Working or Retire Earlysupporting

confidence: 87%

Section: What Is the Attitude To Me As An Older Worker? How About Agementioning

confidence: 99%

To Work or not to Work in an Extended Working Life

Nilsson

2010

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“…Purposeful activities and an engagement with life and society lead to feelings of being valued, which increases successful mental/cognitive ageing [107]. Individuals who are tired of work, who have no work motivation or ability to keep working, are more likely to retire early [17,100,102,130]. The attitude of managers and organisations to older workers also has a significant impact on their motivation to extend working life [17,31,71,105].…”

Section: Motivation and Work Satisfactionmentioning

confidence: 99%

Conceptualisation of ageing in relation to factors of importance for extending working life – a review

Nilsson

2016

Scand J Public Health

196

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2 Conceptualization of ageing in relation to factors of importance for extending working life -a reviewAim: The aim of this study was to explore and understand the complexity of ageing in relation to factors of importance for extending working life. Method: Discourse analysis of documents was used in an integrative review including 128 articles. Result: Four different conceptualization of ageing are shown affect older workers' ability to extend their working life: i) Biological ageing people's health in relation to their physical and mental work environment, their pace of work and recuperation needs; ii) chronological ageing statutory retirement age and policies and economic incentives devised for older workers by society, union and organisations/enterprises; iii) social ageing inclusion in different social groups, the attitude of managers, organisations and family members, the leisure activities and surrounding environment; and iv) mental/cognitive ageing self-crediting, motivating and meaningful activities, competence and skills in working life. Conclusion: Societies today focus mostly on chronological ageing and are looking to increase the retirement age with regard to statutory pension systems, e.g. beyond 65 years of age. The inter-relationships between chronological, mental, biological and social ageing and the nine areas identified as being important to older workers in these respects need to be considered when aiming to provide a sustainable working life for the increasing numbers of older workers in modern society.The theoretical model developed is a contribution to the critical debate that can be applied by societies, employers and managers in order to provide older workers with an inclusive and sustainable extended working life. Keywords:Ageing, older workers, retirement, health, economic, physical and mental work environment, working hours and rest, age management, competence and skills, motivation and work satisfaction, family and leisure pursuits. IntroductionThe ageing population is an important public health area and is widely seen as one of the most significant threats to global wealth because of the potentially profound social, economic and political implications and the strains it imposes on the robustness of welfare systems [1,2]. The number of people aged 60 and above is currently 3 increasing by more than two million per year in the Western world, roughly twice the rate observed until about four years ago. Life expectancy at birth today is over 80 years in 33 countries, up from 19 countries in 2005 [3].The challenges and opportunities posed by this demographic shift are of special interest for sustainable societies and require the implementation of policies to help people stay healthy and active in ageing, as well as in working life.Societies, organisations and businesses have to understand, manage and care for ageing workers in their extended working life. The main demographic factor that distinguishes older workers from other employees is obviously their age. Previous research has mostly ...

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“…Types of job demands previously examined in relation to work ability include: physical work demands (Ilmarinen, Tuomi, & Seitsamo, 2005;Lindberg et al, 2005;Tuomi et al, 2001Tuomi et al, , 2004, mental work demands (Tuomi et al, 2004), DEMANDS, RESOURCES, AND WORK ABILITY 831 dissatisfaction with physical working conditions (EstrynBehar et al, 2005;Fischer et al, 2006), and work environment demands (i.e., concerns about noise, radiation, etc. ; Barnes-Farrell et al, 2004;Fischer et al, 2006;Molinie, 2005).…”

Section: The Job Demands-resources Modelmentioning

confidence: 99%