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To cope with the workforce shortages brought by population ageing, it is critical to understand the workplace micro-foundations that determine the mechanisms of older workers' early retirement intentions. Drawing on the conservation of resource theory, this study examines the spillover effect of strain-based family-to-work conflict (SFWC) on early retirement intentions, with emotional exhaustion as a mediator. Additionally, it investigates the contextual resources, HR practice flexibility, as a boundary condition for the above relationships.

The study tests the hypotheses by employing a multi-sourced matching sample of 231 workers (aged 45–65) and their 49 managers.

The results of cross-level analysis revealed that SFWC has a positive indirect relationship with early retirement intentions, through increased emotional exhaustion. The relationship between emotional exhaustion and early retirement intentions is weaker when older employees experience higher HR practice flexibility.

This study is the first to use a resources perspective to analyse early retirement mechanisms, and it examines the spillover effect of SFWC on early retirement intentions. The findings also contribute to the literature on the role of HR practice for ageing workers.

The study aims to elucidate the relationship between five work experiences or conditions (age-related stereotypes, perceived organizational support [POS], coworker support, career satisfaction, and reaching a job plateau) and two different organizational withdrawal intentions – early retirement and turnover – in light of trends to abolish or increase the mandatory retirement age in Israel and elsewhere in the Western world.

The study is based on a survey of a heterogeneous age sample of 170 unionized employees working in medium-sized Israeli industrial firms.

POS and perceived age stereotypes were negatively related to early retirement intentions and not to turnover intentions. Job plateau was found to be related to the other work-related variables, with the exception of coworker support, and also was found to be a strong mediator between these variables and employees ' turnover intentions, and a partial mediator between the variables and early retirement intentions.

The study suggests a managerial focus on the person-job fit over time as a tool for reducing employees ' turnover intentions, and encouraging continued employee development as a way to reduce early retirement intentions.

The study focuses on the potential role of correctable contextual characteristics in triggering withdrawal responses, in light of the aging of the workforce.

Based on goal content theory (GCT), this study examines the associations between different work goal contents (intrinsic and extrinsic goals) and early retirement intentions and reveals the underlying mechanisms of abovementioned relations.

The paper tested the proposed model by using a sample of 265 workers in China using a two-wave survey.

Findings(1) employees' intrinsic and extrinsic goals are both negatively related to early retirement intentions, and the effect of extrinsic goals on early retirement intentions is more significant. (2) Work passion was found to be a strong mediator between work goal content and employees' early retirement intentions. (3) Human resource (HR) practices’ flexibility significantly moderates the relationship between work passion and early retirement intentions.

The contribution of the current study is that this study first takes into account individuals’ psychological and organizational factors, aiming to reveal the differential effect of different work goals on individuals' early retirement intentions as well as the mediating effect of work passion and the moderating effect of HR practices’ flexibility in the abovementioned relations.

In the context of an aging workforce and uncertain labor markets, it is a priority to identify and analyze what factors influence intentions regarding motivation to continue working, how and when to retire. From the life course perspective, this paper aims to capture the individual agency and structure perceptions to withdrawal from work early/late intentions in the mid- and late-career, identifying voluntary/involuntary factors underlying these intentions.

Hypotheses were tested using multiple regression analyses based on a cross-sectional design, with a representative sample of 414 Chilean workers over the age of 45.

The results depict several patterns of contextual factors operating at different levels underlying mid- and late-career-related intentions. Specifically, they identify how perceptions of individual agency and structure are significantly associated with voluntary and involuntary factors that guide intentions to stay working or retire early, as well as to prolong working life and to lean toward bridge employment.

This study contributes to identifying perceptions of individual agency and structure in career intentions and can help individuals and organizations clarify the voluntary and involuntary factors behind work–life intentions in their middle and final career stages. In addition, the results can contribute to international research in this field by providing information on the underrepresented Ibero-American context.

Human resource management (HRM) scholars’ interest in older employees’ resilience has only recently started to emerge. Little is known about how resilience and perceived HRM are linked to different retirement intentions. Drawing on the conservation of resources and social exchange theories, the purpose of this paper is to investigate the links between perceived HRM practices, resilience and retirement intentions. Additionally, the paper examines the possible mediating role of resilience in the relationship between perceived HRM practices and retirement intentions.

In 2016, a cross-sectional study was conducted among older (50+) nursing professionals working in a Finnish university hospital. Statistical methods, including mean comparisons and linear and logistic regression analyses, were used to analyze the data.

The results indicated that resilience partly mediated the relationship between perceived HRM practices and early retirement intentions, and fully mediated the association between perceived HRM practices and intentions to continue working after retirement age.

This study produces new knowledge regarding the links between resilience, perceived High involvement work practices and retirement intentions.

Based on the job demands–resources (JD-R) model, this study aims to answer a key research question, i.e. can the job characteristics (i.e. job demands and resources) affect intention to retire early? Additionally, a mediating effect of emotional exhaustion and organizational commitment on the relationships of job demands and job resources, respectively, with early retirement intentions has been explored in the study.

The data has been collected from survey of 450 employees from the banking sector in the state of Punjab (India). A structured questionnaire adapted from past literature has been used as survey instrument for the study. Partial least squares structural equation modelling has been applied in the study using latest version of SmartPLS (version 3.2.8) software.

Both job resources and job demands have a direct significant impact on early retirement intentions. Moreover, a significant partial mediation effect of emotional exhaustion and affective organizational commitment has also been found out on the relationship of job demands and job resources with early retirement intentions, respectively.

The study makes incremental contribution by highlighting the role of both deterrent and motivational factors that either instigate or discourage early retirement intentions among employees. It offers valuable insights for the organizations to use efforts for curtailing the excessive job demands that lead to emotional exhaustion and further result in early retirement intentions. Besides this, adequate job resources should be provided to the employees that lead to the development of affective organizational commitment, which further helps in sustaining the workforce until their actual retirement age.

The central theme of this article is early retirement intentions and burnout among older workers. The paper aims to investigate whether there is a relationship between the burnout dimensions exhaustion, cynicism and competence and retirement intentions.

The data were taken from a survey held among Dutch older workers (50+) and their spouses (n=2,892).

The results show that a high workload, heavy physical work, lack of challenge, autonomy and social support from colleagues and managers are related to burnout complaints, although in a different way for the three dimensions. The results show that besides the effect of burnout, retirement intentions are related to the level of marital quality. Older workers who report a higher level of marital quality report a stronger intention to retire. Burnout and retirement intentions are related, but appear to have partly different predictors. While burnout can generally be explained by the work environment, non‐work related factors enhance the understanding of retirement intentions.

This study shows that actual retirement is often preceded by feelings of burnout, in particular a mental detachment from work and feelings of exhaustion.

The purpose of this paper is to investigate whether employers’ attitudes towards older workers, especially regarding promotions, really affect their retirement intentions, distinguishing between men and women.

First, the author uses the 1992 wave of the Health and Retirement Study to estimate, through a Fields decomposition, the relative contribution of the feeling of an older worker to be discriminated against regarding promotions; and to explain the self‐reported probability to work full time after 62, decomposing by gender. Second, using the two first waves of HRS, the author removes any bias due to time‐constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early.

The Fields decomposition shows that feeling passed over for promotion plays a non‐negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age‐discrimination towards older workers encouraged women to leave their job early, while it had no effect on retirement plans of men.

Empirical results put forward the idea that retirement intentions may differ across gender, owing to the different nature of the employer‐employee relation. While for men, this relation is characterized by delayed‐payment arrangements signed ex ante with the employer, as already shown by Adams, it is not true for women. Consequently, the age‐based preference of employers for promotion, leading to a lower probability of promotion for older workers, is treated by men as a consequence of ex ante arrangements and does not affect their retirement plans. However, women can attribute such attitudes of their employer to a kind of blatant discrimination, reducing therefore their attachment to their job.

The paper presents a longitudinal approach towards the determinants of retirement intentions that allows the unobserved heterogeneity constant over time to be removed and to estimate to what extent the feeling of being passed over for promotion may be attributed, for each gender, to some arrangements signed ex ante with the employer.

The aim of this paper is to investigate the relationship between perceived social identity as an “older worker” and attitudes towards early retirement and commitment to work.

Survey data were obtained from 352 workers aged 50‐59. Hierarchical regression analyses were performed to test the influence of social identity after controlling for demographics, organizational variables and work‐to‐family conflict.

The results show that self‐categorization as an “older worker” is related to negative attitudes towards work (stronger desire to retire early, stronger inclination towards intergenerational competition) while the perception that the organization does not use age as a criterion for distinguishing between workers supports positive attitudes towards work (e.g. higher value placed on work).

This study is cross‐sectional and does not allow conclusions about causality between intergroup processes and attitudes towards works. Future research should develop longitudinal designs to verify that social identity as an “older worker” does induce elders' attitudes at work.

Retirement is usually considered as an individual and opportunistic decision. This research highlights its social dimensions and suggests that managers should pay attention to ageism at work and its potential effects not only on the withdrawal process but also on the quality of life in the workplace.

The purpose of this paper is to investigate the effect of self‐assessed health on retirement plans of older migrants living in France. As immigration is primarily associated with labor considerations, the role of economic incentives in the migration decision suggests that health could play a minor effect in immigrants’ decision to retire.

Using detailed data on immigrants living in France collected in 2003, the authors examine the role of health on early retirement intentions using simultaneous, recursive models that account for the fact that subjective health is potentially endogenous.

It is found that being in poor health increases the intention of migrant workers to retire early, but the subjective health outcomes have little influence on retirement plans.

Since subjective health outcomes have less influence on retirement plan than economic variables, migrants may have incentives to postpone their retirement decisions in order to avoid an excessive pension reduction.

Knowing the relative contribution of health variables and economic factors in the context of migration is a challenging issue since in almost all industrialized countries, the proportion of migrants having retired or nearing retirement has increased substantially. The authors’ analysis is the first contribution to study the role of health on retirement intentions of older migrants.