Technological Change and Retirement Decisions of Older Workers

Bartel, Ann P.; Sicherman, Nachum

doi:10.1086/298321

Cited by 166 publications

(153 citation statements)

References 7 publications

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“…This is consistent with the idea, incorporated in the dynamic model, that the training that is related to technological innovations represents an important investment in human capital, which employers and employees have an interest in recouping through a longer employment duration (cf. Bartel and Sicherman, 1993). A similar result is observed for job tenure.…”

Section: Discussionsupporting

confidence: 81%

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Does skill obsolescence increase the risk of employment loss?

Allen

Grip

2012

Applied Economics

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Section: Discussionsupporting

confidence: 81%

“…Far from being a problem, in such jobs the perceived 'obsolescence' may be an indication of a healthy and dynamic situation with a high learning potential (Cf. Bartel and Sicherman, 1993).…”

Section: Dynamic Model Of Skill Obsolescencementioning

confidence: 99%

Does skill obsolescence increase the risk of employment loss?

Allen

Grip

2012

Applied Economics

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“…If older workers cope less well with changes on the workplace, then rapid changes should affect them worse than younger age groups. Bartel and Sicherman (1993) put forward evidence that the risk of job loss is in fact greater among older workers when the rate of technological change is highest. This finding is also supported in studies based on inter-industry and international data (Ahituv andZeira 2000, Clark et al 1999).…”

Section: Measuring Productivity Of Individuals At Different Agesmentioning

confidence: 99%

Age and Individual Productivity: A Literature Survey

Skirbekk¹

2004

Populationyearbook

276

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This article surveys supervisors' ratings, analyses of piece-rates and employer-employee datasets as well as other approaches used to estimate how individual productivity varies with age. The causes of productivity variations over the life cycle are addressed with an emphasis on how cognitive abilities affect labour market performance. Earnings tend to increase until relative late in the working life, while most evidence suggests that individuals'job performance tends to increase in the first few years of one's entry into the labour market, before it stabilises and often decreases towards the end of one's career. Productivity reductions at older ages are particularly strong when problem solving, learning and speed are important, while older individuals maintain a relatively high productivity level in work tasks where experience and verbal abilities matter more.

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“…1 The decline in the productivity of labor with the age of the worker has been documented by a number of authors for specific occupations. 2 However, as noted by Galenson and Weinberg (2000), the threshold at which productivity starts to decline may itself be subject to change over time, due to the changing nature of output demand and technology, as well as to the observed trend in the amount of job-training provided and the rate of training obsolescence (Bartel and Sicherman, 1993).…”

Section: Introductionmentioning

confidence: 99%

Are Older Workers Worthy of Their Pay? An Empirical Investigation of Age-Productivity and Age-Wage Nexuses

2011

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. Using longitudinal employer-employee data spanning over a 22-year period, we compare age-wage and age-productivity profiles and find that productivity increases until the age range of 50-54, whereas wages peak around the age 40-44. At younger ages, wages increase in line with productivity gains but as prime-age approaches, wage increases lag behind productivity gains. As a result, older workers are, in fact, worthy of their pay, in the sense that their contribution to firm-level productivity exceeds their contribution to the wage bill. On the methodological side, we note that failure to account for the endogenous nature of the regressors in the estimation of the wage and productivity equations biases the results towards a pattern consistent with underpayment followed by overpayment type of policies. JEL Classification:J14, J24, J31

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Technological Change and Retirement Decisions of Older Workers

Cited by 166 publications

References 7 publications

Does skill obsolescence increase the risk of employment loss?

Does skill obsolescence increase the risk of employment loss?

Age and Individual Productivity: A Literature Survey

Are Older Workers Worthy of Their Pay? An Empirical Investigation of Age-Productivity and Age-Wage Nexuses

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