Influencing factors of post-retirement work: a systematic literature review

Galkuté, Milda; Herrera, M. Soledad

doi:10.1080/03906701.2020.1855707

Cited by 8 publications

(7 citation statements)

References 48 publications

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“…Previous research on what characterizes individuals that extend working life beyond retirement age point to several important factors. A systematic literature review finds being female, having a burn-out and the presence of discrimination against older workers to be negatively associated with prolonged working life while higher education, being married, having intrinsic motivation and work flexibility to be positively associated with working after retirement age [ 27 ]. Other previous research also emphasize the important role of education.…”

Section: Introductionmentioning

confidence: 99%

Who continues to work after retirement age?

Zaccagni,

Sigsgaard,

Vrangbaek

et al. 2024

BMC Public Health

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Background Demographic changes in all industrialized countries have led to a keen interest in extending working lives for older workers. To achieve this goal, it is essential to understand the patterns of retirement and specifically what characterizes individuals who continue to work beyond retirement age. Thus, the aim of this paper was to contribute to the international body of empirical knowledge about individuals who continue in the workforce after retirement age. We present evidence from Denmark and examine what characterizes individuals who continue in the workforce after retirement age and investigate the likelihood of continued work after retirement age while controlling for a set of socio-economic and lifestyle factors. Methods The study population consisted of 5,474 respondents to the Copenhagen Aging and Midlife Biobank (CAMB) 2021 survey, divided into two groups. The first group included subjects (n = 1,293) who stayed longer in the workforce even though they had the possibility to retire. The second group consisted of subjects who had retired full-time at the time of the survey (n = 4,181). Survey data was linked to register data to provide a broader dataset. In order to investigate the heterogeneity between the two groups in terms of important socio-economic, work-related and health-related variables, t-test, Mann-Whitney U (Wilcoxon Rank) test, and chi-square tests were employed. Further, to examine the probability of an individual working after retirement age a logit model with step-wise inclusion was utilized. Results Overall, individuals who continue to work even though they could retire tend to be wealthier, healthier, and males compared to individuals who are retired full-time. Further, there are more older workers who have partners and are co-habitants than retirees. The likelihood of continuing in the workforce past retirement age is affected by several work-related factors as well as life-style factors. The likelihood of working past retirement age decreases by years spent in the workforce (marginal effect of -0.003), if you have a partner (-0.080) and if your partner is outside of the workforce (marginal effect of -0.106). The likelihood increases by health (marginal effect of -0.044 of moving from excellent/very good health to good health or to fair/poor health, physical working capability (marginal effect of -0.083 of moving from no/some problems to severe problems or cannot work at all) and income (marginal effect of 0.083 from moving from the lowest income-quantile to higher quantiles). Conclusion These results are in line with the previous literature and suggest the importance of designing retirement policies that tailor the transition toward retirement according to specific characteristics of both the individual and the segment of occupation.

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Section: Introductionmentioning

confidence: 99%

Who continues to work after retirement age?

Zaccagni,

Sigsgaard,

Vrangbaek

et al. 2024

BMC Public Health

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“…Another area of great interest concerns economic/financial aspects such as retirement planning, or working after retirement. Thus, there is a gap regarding psychological accounts on retirement experiences [ 43 , 44 , 45 ]. The relevance of the present research increases in the Portuguese context, since (i) Portugal is one of the countries with the highest age average in Europe [ 3 ]; (ii) there is a lack of studies on retirement in this context [ 4 ] (for a recent exception, see [ 46 ]); and (iii) Portugal continues to have deeply rooted traditional gender roles [ 9 ].…”

Section: Introductionmentioning

confidence: 99%

The Gender of Retirement in a Double-Ageing Country: Perspectives and Experiences of Retired Women and Men in Portugal

Pereira,

Rosa,

Santos

2023

Behavioral Sciences

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This article aimed to explore the perspectives and experiences of women and men at the stage in their lives following professional retirement, enriching the present and future of a continuously ageing Portuguese society. In order to better capture the diversity and complexity of each individual’s experiences, a qualitative methodology was used. Semi-structured individual interviews were carried out with sixteen retired people, eight women and eight men, aged between 59 and 88 years old. A thematic analysis allowed us to identify five themes in the interviewees’ discourses. We concluded that gender may be a source of heterogeneity at this stage of life, suggesting that these findings should be analysed in the scope of a life course perspective, and highlighting the impact that the different trajectories of women and men have, as well as the historical and social context in which they take place.

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“…For instance, politicians have an interest in delaying retirement in order to benefit national economies by lowering the burden on public pension systems. At the same time, the industrial workforce and economy would be strengthened by keeping the older employees’ skills and experiences longer ( Henning et al, 2019 ; Galkute and Herrera, 2020 ). In Norway, the government released the Norwegian Pension Reform in 2011 ( Fredriksen et al, 2019 ), and subsequently, in 2015, the mandatory retirement age was increased from 70 to 72.…”

Section: Introductionmentioning

confidence: 99%

“…What is known is that total motivation has been related to older workers’ intentions to continue working after reaching the retirement age in Germany ( Büsch et al, 2010 ; Brusch and Büsch, 2013 ). Accordingly, a systematic literature review ( Galkute and Herrera, 2020 ), using the two German studies referred to above, concluded that intrinsic motivation is strongly positively related to post-retirement work. However, this is a problematic conclusion because these studies did not measure intrinsic motivation.…”

Section: Introductionmentioning

confidence: 99%

Will They Stay or Will They Go? Motivational Profiles, Retirement-Related Correlates, and Retirement Intentions Among 58–72-Year-Old Workers

Halvari

Olafsen

2022

Front. Psychol.

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Demographic changes indicate that the number of people aged 60 years and above will double in the next 30 years, and politicians around the world have an interest in delaying retirement in order to benefit national economies by lowering the burden on public pension systems. In this study, it is examined whether and how combinations of multiple types of work motivation based on self-determination theory (SDT) would be associated with retirement-related factors and retirement intentions. Using a person-centered approach to identify latent work motivation profiles among older workers, four profiles emerged: (1) the Low Motivation Profile with below-average levels on most motivational regulations, but in particular, lack identified work regulation; (2) the Autonomous Motivation Profile with higher levels of autonomous motivation and lower levels of controlled motivation and amotivation; (3) the High Motivation Profile with simultaneously high autonomous and controlled motivation; (4) the Amotivated Profile. Compared to the Low Motivation and Amotivated Profiles, the Autonomous and the High Motivation profiles show higher levels of vigor and lower levels of job stress, exhaustion and turnover-, and retirement intentions. However, the High Motivation Profile seems to pay a cost because they experience significantly more job stress than employees in the Autonomous profile. In addition, variable-based correlations showed higher levels of vigor and lower levels of job stress, exhaustion, and turnover intentions to be associated with lower levels of retirement intentions. The results are discussed in relation to managers and organizational endeavors to rebuild lost work identification and reduce extrinsic work motivation and amotivation in order to motivate older workers to stay longer at work.

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Influencing factors of post-retirement work: a systematic literature review

Cited by 8 publications

References 48 publications

Who continues to work after retirement age?

Who continues to work after retirement age?

The Gender of Retirement in a Double-Ageing Country: Perspectives and Experiences of Retired Women and Men in Portugal

Will They Stay or Will They Go? Motivational Profiles, Retirement-Related Correlates, and Retirement Intentions Among 58–72-Year-Old Workers

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