Psychological and psychosocial predictors of attitudes to working past normal retirement age

Davies, Eleanor M.M.; Cartwright, Susan

doi:10.1108/01425451111121768

Cited by 44 publications

(49 citation statements)

References 53 publications

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“…Indeed, there is some evidence that attitudes towards work commitment predict preferences for bridge employment (e.g. Jones and McIntosh 2010;Davies and Cartwright 2011). We assume that work attachment, namely the degree to which an individual views work as the main component of his or her life, predicts engagement in bridge employment in general.…”

Section: Psychological Resourcesmentioning

confidence: 99%

Who opts for self-employment after retirement? A longitudinal study in the Netherlands

Solinge

2013

Eur J Ageing

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Self-employment among older age groups is rising. A better understanding of the role of self-employment in extending the working lives of individuals is, therefore, relevant from a policy perspective. By bridging the gap in the literature on work/retirement decisionmaking and entrepreneurship, the present study examines the factors associated with entry into self-employment post-retirement, after a worker has left a regular salaried position. This decision is modelled as a choice between full retirement and prolonged labour force participation, in the form of either a typical wage-providing job or selfemployment. Data were derived from the Netherlands Interdisciplinary Demographic Institute Work and Retirement Panel, an ongoing longitudinal survey of older workers (50 years and over) employed by three private sector organisations and employed as civil servants in the Netherlands. These data were then analysed using multinomial logistic regression analysis. The results of this study show that the decision to pursue self-employment is primarily taken by retirees with relatively high levels of financial and human capital (wealth and educational attainment), those possessing entrepreneurial attitudes (high self-efficacy scores) and those who perceive their retirements to be completely involuntary. The results lend support to self-employment being selected as a postretirement path through opportunity rather than out of necessity. The fact that the retirements of the studied population were generally quite early, while not considered involuntary also suggests that the timing of the decision to retire may be driven by the emergence of new (business) opportunities.

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Section: Psychological Resourcesmentioning

confidence: 99%

Who opts for self-employment after retirement? A longitudinal study in the Netherlands

Solinge

2013

Eur J Ageing

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“…Few organizations have implemented special strategies to retain older workers (Schramm, 2006) and this could be accounted for by poor knowledge of appropriate strategies concerning older workers in general. The decision to postpone retirement is a complex one, just as the decision to retire is, and is a result of the interaction of many factors among which studies (Davies & Cartwright, 2011;Shacklock & Brunetto, 2011) stress personal factors, namely income or financial position, health condition of the person and their family, age and psychological factors related to work, as well as a person's attitude to and expectations from retirement. While the financial reason is the most common reason quoted by older workers for extending their working life, provided they are in good health, the need for personal fulfilment through work is the second most frequently cited reason by other workers (Humphrey et al, 2003).…”

Section: Theoretical and Empirical Backgroundmentioning

confidence: 99%

“…While the financial reason is the most common reason quoted by older workers for extending their working life, provided they are in good health, the need for personal fulfilment through work is the second most frequently cited reason by other workers (Humphrey et al, 2003). The desire to extend one's working life may be associated with one's affinity with or dedication to work and with the meaning that one ascribes to their working life, whereby a person's attitude to work is formed based on their general sense of affinity with work (Davies & Cartwright, 2011), satisfaction with work and a feeling of belonging to the organization.…”

Section: Theoretical and Empirical Backgroundmentioning

confidence: 99%

Job Satisfaction of Older Workers as a Factor of Promoting Labour Market Participation in the EU: The Case of Slovenia

Aristovnik

Jaklič

2013

rsp

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This paper deals with the study of older workers' job satisfaction as a factor that, combined with other personal and job-related factors, can significantly influence the decision to postpone retirement when this decision is in the hands of an individual. Starting from the fact that the employment rate of older workers in Slovenia in 2011 was the lowest in the EU, the article aims to establish the level of older workers' job satisfaction in Slovenia compared to the EU, analyse its dimensions, its specifics related to age, gender, sector of economic activities and type of profession, as well as ascertain what determines it the most. A statistical analysis of the results of the Fifth European Working Conditions Survey of 2010 reveals that Slovenia ranks 15 th among the EU member states in terms of older workers' job satisfaction, thus lagging behind the EU average. While Slovenian older workers, the same as their European counterparts, are most satisfied with doing useful work and the least with their prospects for career advancement, a comparison with other EU member states shows that they are relatively dissatisfied with working conditions, salary and adequacy of the motivation to give one's best performance, and relatively satisfied with doing useful work and with their colleagues. The analysis also shows that the level of older workers' job satisfaction in Slovenia is determined most by their satisfaction with the adequacy of the motivation to give one's best performance.Key words: older workers, job satisfaction, employment, labour market participation, EU, Slovenia. INTRODUCTIONCountries have responded to the demographic challenges of the ageing population, stemming from workforce ageing and reduction, as well as the pressures on the pension fund, by increasing the labour participation rate (Diaz Diaz, 2012 The decision to work or to retire is influenced by the macro-social environment (Flynn, 2010, p. 309) which is represented by the national labour legislation and the pension system, personal factors, family influences, negative and positive incentives offered by employers as well as factors related to work. The factors of retirement are divided (Humphrey et al., 2003;Irving et al., 2005) into those which push individuals towards withdrawing from the labour market (i.e. push factors) and those that pull them to abandon work (i.e. pull factors). These explain, individually or in a mutual interaction, the individual decision of a person to withdraw from the labour market. As a rule, the push factors are negative and affect the involuntary decision of an employee to withdraw from the labour market. The most frequent push factors (Irving et al., 2005, p. 42), which separately or combined affect the withdrawal from the labour market earlier than when a person wants it to happen or than it is normal, include a poor health condition and the laying off of redundant employees. Besides illness and redundancies, the push factors include decreased motivation for work (Humprey et al., 2003), negative changes in t...

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“…Rezultati analize zadovoljstva starejših delavcev glede na spol, ki so prikazani v tabeli 6, pokažejo, da je v EU v skupini starejših delavcev stopnja zadovoljstva pri delu med moškimi (3,68) višja kot med ženskami (3,62), v Sloveniji pa obratno − malenkost višja je med ženskami (3,61) kot med moškimi (3,60). Preizkus značilnosti razlik s t-testom ne potrdi razlik v zadovoljstvu starejših delavcev pri delu glede na spol v Sloveniji, za EU pa pokaže, da je značilno večje zadovoljstvo starejših delavcev pri delu v primerjavi s starejši-mi delavkami le s priznavanjem dobro opravljenega dela, s plačo in možnostmi za napredovanje.…”

Section: Rezultati Empirične Analizeunclassified

“…Primerjava pokaže, da je v EU stopnja zadovoljstva pri delu višja v javnem sektorju (3,69) kot v zasebnem (3,63), pri čemer rezultati t-testa pokažejo, da je večje zadovoljstvo starejših javnih uslužbencev statistično značilno za zadovoljstvo s koristnostjo lastnega dela, z delovnimi pogoji, s sodelavci, z neposredno nadrejenimi in z možnostmi za napredovanje. Izračunana enaka ocena zadovoljstva z ustreznostjo motiviranja za zavzeto delo v zasebnem in javnem sektorju ni značilna, t-test pa je potrdil večje zadovoljstvo starejših delavcev v EU v zasebnem sektorju s priznavanjem dobro opravljenega dela in s plačo.…”

Section: Legenda: Ind -Sektor Industrije Stor -Sektor Storitevunclassified

Older Workers’ Job Satisfaction as a Factor in the Extension of Employment in Slovenia and the EU

Aristovnik

Jaklič²

2013

OurEconomy

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Namen članka je ugotoviti, kakšno je zadovoljstvo starejših delavcev pri delu v Sloveniji v primerjavi z EU, analizirati njegove posamezne dimenzije, specifike glede na starost, spol, sektor dejavnosti in vrsto poklica ter ugotoviti, kaj ga najbolj determinira. V statistični analizi, v kateri so bili uporabljeni podatki Pete Eurofoundove raziskave o delovnih razmerah v Evropi iz leta 2010, ugotavljamo, da se Slovenija, ki je imela leta 2011 najnižjo stopnjo zaposlenosti starejših v EU, po stopnji zadovoljstva starejših delavcev pri delu med državami članicami uvršča na 15. mesto in zaostaja za povprečjem EU. Če so slovenski starejši delavci tako kot njihovi evropski kolegi najbolj zadovoljni s koristnostjo lastnega dela in najmanj z možnostmi za napredovanje, pa primerjava z drugimi državami članicami pokaže, da so relativno nezadovoljni z delovnimi pogoji, plačo in ustreznostjo motiviranja za zavzeto delo ter relativno zadovoljni s koristnostjo lastnega dela in s sodelavci. Stopnjo zadovoljstva starejših delavcev pri delu najbolj determinira zadovoljstvo z ustreznostjo motiviranja za zavzeto delo. Ključne besede: starejši delavci, zadovoljstvo pri delu, stopnja zaposlenosti, dejavniki spodbujanja podaljševanja delovne aktivnosti, delovni pogoji, Slovenija, EU AbstractThe purpose of this article is to compare older workers' job satisfaction in Slovenia to that in the EU in order to analyse its various dimensions as well as specifics regarding age, gender, sector of activity, and type of occupation; it also seeks to identify what determines older workers' job satisfaction most. Using data from Eurofound's Fifth European Working Conditions survey in 2010, the statistical analysis indicates that Slovenia, which had the lowest employment rate of older people in the EU in 2011, ranks 15th among member states and below the EU average. Slovenia's older workers, like their European colleagues, are most satisfied with the recognition of job well done and least satisfied with the opportunities for promotion. Compared with other member states, Slovenia's older workers are relatively dissatisfied with their working conditions, salary, and adequacy of motivation for committed work while being relatively satisfied with the recognition of job well done and colleagues. Older workers' job satisfaction is mostly determined based on the adequacy of motivation for committed work.

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Psychological and psychosocial predictors of attitudes to working past normal retirement age

Cited by 44 publications

References 53 publications

Who opts for self-employment after retirement? A longitudinal study in the Netherlands

Who opts for self-employment after retirement? A longitudinal study in the Netherlands

Job Satisfaction of Older Workers as a Factor of Promoting Labour Market Participation in the EU: The Case of Slovenia

Older Workers’ Job Satisfaction as a Factor in the Extension of Employment in Slovenia and the EU

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