Working conditions and retirement: How important are HR policies in prolonging working life?

Barslund, Mikkel; Bauknecht, Jürgen; Cebulla, Andreas

doi:10.5771/0935-9915-2019-1-120

Cited by 4 publications

(3 citation statements)

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“…Drabe et al (2015) found that older employees' job satisfaction is mainly driven by good relationships with colleagues, while for younger employees, income, advancement opportunities, job security, and having an interesting job seem to matter more. In addition, using SHARE data from 12 European countries, Barslund et al (2019) showed that older employees' level of job satisfaction is generally so high that HR policies can hardly foster it further. Another example is the work by Kooij and her colleagues (e.g., Kooij et al, 2010;Kooij et al, 2013) who repeatedly showed both meta-analytically and in field studies that the association between maintenance HR practices and work-related attitudes (e.g., well-being, commitment, job satisfaction, and performance) strengthens with age while the association between development HR practices and workrelated attitudes weakens with age.…”

Section: Micro-level Antecedents and Outcomes Of Age-related Hrm Practicesmentioning

confidence: 99%

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

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Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on “Age-related Human Resource Management Policies and Practices” by conducting an interdisciplinary literature review. We offer an organizing framework that spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an aging and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

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Section: Micro-level Antecedents and Outcomes Of Age-related Hrm Practicesmentioning

confidence: 99%

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Boehm

Schröder

Bal

2021

Work, Aging and Retirement

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“…It is well-known that retirement desire increases with age (17). Physical condition of middle-aged and older women tends to decline with age, thus poor physical condition is often cited to explain early retirement (18).…”

Section: Resultsmentioning

confidence: 99%

How long can Chinese women work after retirement based on health level: Evidence from the CHARLS

Cheng

Fang

Zeng

2023

Front. Public Health

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ObjectiveTo further enhance the understanding of factors impacting female participation in the workforce based on health levels and to measure the excess work capacity of middle-aged and older female groups by residence and educational level.MethodsData of women aged 45–74 were accessed from the China Health and Retirement Longitudinal Study (CHARLS) from 2011, 2013, 2015, to 2018. The health status of women was comprehensively evaluated by single health variables and frailty index. A Probit model was used to measure the excess working capacity of women by region (rural/urban) and educational level, taking all women aged 45–49, rural women aged 45–49, and rural (illiterate) women in all age groups as the benchmark, respectively.ResultsThe excess capacity of all Chinese women aged 50–64 is 1.9 years, and that of women aged 50–74 is 5.1 years. The excess work capacity of women in urban and rural areas and with different educational levels is heterogeneous. The excess working capacity of urban women aged 50–64 is 6.1–7.8 years, and that of urban women aged 50–74 is 9.8–14.9 years. The excess working capacity of urban women aged 50–64 is about 6 times that of rural women. The excess work capacity of highly educated women was 3 times higher than that of illiterate women.ConclusionThe potential work capacity of Chinese women remains to be exploited, especially for urban and highly educated middle-aged and older women with better conditions of health, whose potential is more significant. A rational retirement policy for women and the progressive implementation of an equal retirement age for men and women will contribute to further advancement of gender equality and healthy aging in the workplace in China.

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“…Pension decisions are also influenced by factors related to the design of the social security system [ 51 , 52 , 53 ]; including the statutory retirement age [ 36 , 44 , 54 , 55 , 56 , 57 ] and the ongoing reforms of pension systems [ 58 ]. Factors of an individual nature include: health status [ 22 , 39 , 50 , 59 , 60 , 61 , 62 , 63 , 64 ]; life expectancy [ 65 , 66 ]; characteristics of work and occupation [ 59 , 67 , 68 , 69 ]; job satisfaction [ 63 , 70 , 71 , 72 ]; marital status and family conditions, including caring responsibilities [ 50 , 73 , 74 , 75 ]. The decision to retire may also be influenced by the wish for more leisure [ 64 ].…”

Section: Literature Review—neoclassical and Behavioral Determinants O...mentioning

confidence: 99%

Does the Formulation of the Decision Problem Affect Retirement?—Framing Effect and Planned Retirement Age

Jedynak

2022

IJERPH

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The aim of the study is to fill the research gap in relation to one of the behavioral factors that have a potential impact on retirement decisions—the framing effect. A research question addressed in the study is whether the way in which the decision-making problem is formulated (the framing effect) influences decisions on the planned retirement age. To answer this question, an original research questionnaire was developed. It included a description of a hypothetical pension system and experimental vignette questions. The research was conducted on the basis of answers given by 1079 randomly selected respondents who were participants of the pension system in Poland before retirement. In the analysis of the results, non-parametric tests and multiple logistic regression were used to compare response distributions. As a result of the conducted research, it was proven that the framing effect significantly affects the extension of the planned retirement age. At the same time, it was found that loss framing affects pension decisions to a greater extent than gain framing. It has also been noted that women are more susceptible than men to the framing of pension decisions. An application conclusion resulting from the conducted research is indicated as the possibility of the intentional use of the framing effect by decision-makers in order to increase the effective retirement age.

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Working conditions and retirement: How important are HR policies in prolonging working life?

Cited by 4 publications

References 0 publications

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

How long can Chinese women work after retirement based on health level: Evidence from the CHARLS

Does the Formulation of the Decision Problem Affect Retirement?—Framing Effect and Planned Retirement Age

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