Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

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

“…These findings suggest that it is more general considerations relating to the centrality of work in the employee's life which plays a role in retirement decisions, rather than the more specific aspects of the relationship between the employee and his/her present job or company. The findings in this work support those of other studies such as Schmidt and Lee (2008) which found that work centrality was a predictor of retirement decisions and that attitudes towards retirement appear to be influenced by general attitudes towards work, and less so by job or organisation specific considerations. This insight might also help explain the relationship between age and tenure discussed above.…”

“…An individual's expectations regarding retirement are significant in predicting retirement choices (Adams and Beehr, 1998, Beehr et al, 2000, Kim and Feldman, 2000, Schmidt and Lee, 2008, Taylor and Shore, 1995, Fletcher and Hansson, 1991, Henkens, 1999, Henkens and Tazelaar, 1997. Retirement expectations seem to play an important role in the timing of retirement:…”

The relations between work centrality, psychological contracts, and job attitudes: The influence of age

“…In sum, older workers who attach high importance to work have a relational relationship with their organization. Similarly, positive associations have been found between work centrality and the intention to remain in the company of older workers (Armstrong-Stassen & Schlosser, 2008;Schmidt & Lee, 2008). Thus, work centrality is an important concept that explains why older workers want to invest in work, and might even explain why older workers continue working.…”

“…Older workers who value the role of work in their life will be motivated to invest in the relationship with the organization. In line with this reasoning, positive associations have been found between work centrality and the intention to remain in the company of older workers (Armstrong-Stassen & Schlosser, 2008;Schmidt & Lee, 2008). Older workers who prioritize emotional meaningful goals outside of their work, such as taking care of family and volunteering work, will be more likely not to invest in the relationship with their organization (Grant & Wade-Benzoni, 2009).…”

Étude des conflits inter-rôles

“…Il serait envisageable que cette différence soit due à l'âge, mais les profils ne se distinguent pas sur cette variable. Une autre explication peut provenir de la relation négative entre l'engagement au travail et l'intention de quitter son emploi ou de modifier son cheminement carrière (Lee, Carswell et Allen, 2000;Schmidt et Lee, 2008). Conséquemment, comme l'intention de démissionner est un important facteur de prédiction du changement d'emploi (Carmeli et Weisberg, 2006), il est possible que les individus qui présentent un engagement très marqué pour le travail possèdent également une plus grande ancienneté dans le poste occupé.…”