The Effect of Job Mobility on Retirement Timing by Education

Sanzenbacher, Geoffrey T.; Sass, Steven A.; Gillis, Christopher M.

doi:10.2139/ssrn.2912417

Cited by 4 publications

(12 citation statements)

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“…However, in times of globalisation and economic stagnation, this security blanket increasingly has become more vulnerable, while retirement risks have been becoming more individualised in many countries (Vickerstaff & Cox, 2005). At the same time, with early-exit options less available, older workers are more likely to change jobs when anticipating later retirement (Sanzenbacher, Sass & Gillis, 2017) or company downsizing (Jolkkonen et al, 2017). In this particular stage of the life course, they are also more likely to move to a less-demanding or part-time job if their health deteriorates or if they decide to devote more time to their family or activities other than work (Cahill, Giandrea & Quinn, 2013).…”

Section: Destabilisation Of Employment In Late Careersmentioning

confidence: 99%

“…This should contribute to lower complexity in their late careers (Calvo, Madero-Cabib & Staudinger, 2017). In addition, when options for early exit are removed, the benefits of switching jobs, such as better earnings or working conditions, become higher (Sanzenbacher, Sass & Gillis, 2017). This could contribute to higher late-career complexity.…”

Section: Differences By Gender and Level Of Educationmentioning

confidence: 99%

“…The risk of late-career destabilisation can be expected to be stratified across gender and socioeconomic status (Calvo, Madero-Cabib & Staudinger, 2017). Not only has the risk of (involuntary) early exit been unequally distributed according to gender, education, occupational status and income (Edge, Cooper & Coffey, 2017;Radl, 2013;Solem et al, 2016), but the possibilities for re-employment and job mobility in late careers also typically display gender differences and a strong social gradient (Chan & Stevens, 1999;Raymo et al, 2011;Sanzenbacher, Sass & Gillis, 2017;Schuring et al, 2013;Tatsiramos, 2010).…”

Section: Introductionmentioning

confidence: 99%

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Extended working lives and late-career destabilisation: A longitudinal study of Finnish register data

Riekhoff

2018

Advances in Life Course Research

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This article analyses whether the trend of extending working lives has coincided with a destabilisation of late careers in Finland. On one hand, reforms that eliminate alternative exit pathways typically have been aimed at simplifying the transition from work to retirement. On the other hand, the need to work longer might entail a risk of increasing transitions between work and non-employment, as well as between jobs. Destabilisation is defined as the process of increasing complexity within individual life-course patterns over time. Using register-based Finnish Linked Employer-Employee Data, complexity within individual sequences of annual labour-market statuses between ages 51 and 65 is calculated for the Finnish population born between 1937 and 1948 (N =238,099). Distinction is made between sequences that only include transitions between employment and non-employment and sequences that include transitions between different jobs as well. Results show that the average late-career complexity has decreased when only transitions between work, unemployment, and pension types are considered, especially among women and the higher-educated. Less change is observed among the lower-educated. When transitions between jobs are included, the results show a slight late-career destabilisation among men and lowereducated, but a decrease in complexity among women and higher-educated. The findings suggest that late-career complexity was increasingly determined by transitions between jobs rather than between spells of employment and non-employment. However, lower-educated older workers continued to be at greater risk of early exit, while at the same time experiencing destabilising employment careers.

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Section: Destabilisation Of Employment In Late Careersmentioning

confidence: 99%

Section: Differences By Gender and Level Of Educationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Extended working lives and late-career destabilisation: A longitudinal study of Finnish register data

Riekhoff

2018

Advances in Life Course Research

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“…Career transition can be intentional or unintentional. Sanzenbacher, Sass and Gillis (2017) argue that employees transit voluntarily for a better job and involuntarily after a job loss; thus, we have two types of career transition: 1) voluntary or intentional career transition and 2) involuntary or unintentional career transition.…”

Section: Meaning and Dimensions Of Career Transitionmentioning

confidence: 99%

“…Examples of involuntary transition include those who are laid-off, those facing forced retirements and those forced to re-enter into labour force because of policy changes such as changes in personal circumstances like divorce, widowhood, change in their work environment, for instance, merger and acquisition, relocation of the labour force, out-sourcing of work tasks to an outside firm or revamping of the work environment through technological change. Sanzenbacher, Sass and Gillis (2017) observe that unintentional career transition can impact employees' physical and mental health such as depression, frustration and substance abuse.…”

Section: Involuntary/unintentional Career Transitionmentioning

confidence: 99%

Employees’ Career Transition and Growth: A Study of Women-Owned Micro Businesses in Balogun Market, Lagos, Nigeria

Obunike

2018

Economics and Business

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The study aims at investigating the effect of voluntary career transition on women-owned micro business growth. The independent variable ‘voluntary career transition’ is used as a single construct while the dependent variable ‘business growth’ is decomposed as a multi-construct of sales, employees and assets growth. The population of the study comprises 384 persons, while the sample size used is 250 micro businesses owned by women, who are formal employees of organisations. Average distribution is used to select the number of questionnaires that were distributed by the ten lines of business selected for the study. The study employs self-constructed questionnaire items to measure the independent, while an adopted questionnaire is used for firm growth. Frequencies and descriptive statistics are used to analyse the data collected from 104 questionnaire respondents, while the regression analysis is used to test the hypotheses. The findings indicate that voluntary career transition has a very high positive effect on the employment creation, a high positive effect on the sales growth and a very low positive effect on the asset growth of the business under study. The study, therefore, concludes that although carrier transition from paid employment to micro-businesses might be a difficult carrier choice and unattractive decision, for most women, it has been proven to be a contributing factor that affects the growth of women micro business. The study, therefore, suggests that organisational management and policymakers should encourage intrapreneurs and micro businesses.

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Determinants of Hispanic and non-Hispanic Workers’ Intent to Work Past Age 65: An Analysis From the Life Course Perspective

Diaz-Valdes,

Matz-Costa,

Rutledge

et al. 2023

Int J Aging Hum Dev

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Background: The average retirement age in the United States (U.S.) has increased over the past few decades. However, the rate of increase for Hispanics is lower than that for non-Hispanics. For Hispanics, the decision to retire later may be more influenced by their migration history and context rather than health or finances. Objective: This study aims to explore the differences in the determinants of intentions to delay retirement (i.e., work beyond the age of 65) between Hispanics and non-Hispanic Whites in the U.S. Methods: A pooled sample was generated from all waves of the Health and Retirement Study (1992–2014), including a unique record for each non-institutionalized individual aged 55–61 who was employed. All eligible Hispanics ( n = 3,663) were included, while a random sample of non-Hispanic Whites ( n = 3,663) was selected. Logistic mixed models were conducted for each group, and a Two-fold Oaxaca–Blinder decomposition analysis was used to explore differences between the groups. Results: The results indicate that non-Hispanic Whites are more likely to plan to postpone retirement. Furthermore, significant differences were found between Hispanics and non-Hispanic Whites regarding their intentions to delay retirement, specifically related to socioeconomic indicators such as individual earnings, amount of debt, level of education, and parents’ level of education. The differences between the groups were primarily influenced by the amount of debt, having a defined benefit plan, and parents’ level of education, reflecting the cumulative disadvantage experienced by Hispanics over their life course. Conclusion: Most existing research on the topic has focused on middle-class Whites, while few studies have examined race or ethnicity as the primary focus or explored the extent to which commonly identified predictors of delayed retirement apply to different ethno-racial groups. This is significant because Hispanics and other disadvantaged groups tend to experience financial insecurity during retirement, which directly impacts their health and well-being.

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The Effect of Job Mobility on Retirement Timing by Education

Cited by 4 publications

References 12 publications

Extended working lives and late-career destabilisation: A longitudinal study of Finnish register data

Extended working lives and late-career destabilisation: A longitudinal study of Finnish register data

Employees’ Career Transition and Growth: A Study of Women-Owned Micro Businesses in Balogun Market, Lagos, Nigeria

Determinants of Hispanic and non-Hispanic Workers’ Intent to Work Past Age 65: An Analysis From the Life Course Perspective

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