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Underpinned by the attraction-selection-attrition theory, this paper aims to investigate the impact of entrepreneurship on an individual’s expected retirement age and explore how job satisfaction and expected retirement financial insufficiency (ERFI) as key factors can explain that.

A framework including direct and indirect relationships among key factors is empirically tested by using a pooled data sets consists of 13,420 individuals from the UK Household Longitudinal Survey, the analysis uses the entropy balance matching method and combined with quasi-bayesian monte Carlo method and hierarchy regressions to enhance the robustness of results.

The research finds entrepreneurs plan to retire later than organizational employees. In addition, a strong mediating impact of job satisfaction and moderating role of ERFI on the relationship between entrepreneurship and expected retirement age is verified.

The theoretical perspective and findings offer a novel insight into the research on entrepreneurs’ decision of retirement. The findings suggest entrepreneurs as crucial policy stakeholders contribute to retirement deferment should be valued. Effective interventions could be delicately designed in the future to unleash the potential of entrepreneurship in dealing with aging challenges.

The study seeks to investigate individual preference for early or late retirement. The aim is to determine the impact that variables at personal, work and organizational, and retirement‐related levels exert on such preference.

A questionnaire was submitted to 275 Italian workers, aged from 45 to 63. The “preferred” and “expected” retirement ages were measured, and a preference for retiring before or after the expected age was computed. The questionnaire included personal (e.g. age, income), work and organizational (e.g. work importance, job demands and control), and retirement‐related variables (level of information on pensions and attitudes to retirement). Hierarchical multiple regressions analyses were conducted to test the impact of such variables on the preference for early or late retirement.

The results show a significant preference for retiring on average three years before the expected age. The preference for postponing retirement is related to chronological age and perception of income adequacy, but also to work variables (work importance, firm policies supporting aged employees) and attitudes to retirement.

Political and organizational strategies concerning old employees should take into account the widespread preference for early retirement. It is, however, possible to encourage late retirement by developing interventions aiming to meliorate working conditions, organizational perceptions and retirement attitudes.

The difference between preferred and expected retirement age may be useful to identify employees preferring late retirement. It is also suggested that certain psychosocial factors are related to such preference. This knowledge is relevant for European policies encouraging employees to stay longer in the workforce.

This research aims to look at preferences for retirement, in particular, later retirement, amongst a sample of older employees in the UK in the financial services industry. It seeks to investigate specifically the influence of personal, psychological and psychosocial determinants of preferences for retiring later. Additionally, the study presents a typology of different retirement preferences based on psychological and psychosocial variables.

The data are based on questionnaires from 556 employees of a UK financial services organisation (aged 40‐60) and measures include psychological expectations of retirement (expected adjustment to retirement, attitudes towards leisure and social interaction), psychosocial attitudes (job satisfaction, intrinsic motivation, organisational comment and work commitment) and attitudes towards working beyond normal retirement age. Hierarchical multiple regression analyses were conducted and one‐way ANOVA was conducted to identify differences between groups.

The data show very negative attitudes towards working later than the normal retirement age and that expectations of adjustment to retirement were the most significant predictor towards retirement preferences, followed by work commitment. Significant differences in retirement attitudes and intentions were found between different groups of employees.

Some of the practical implications of the work suggest that retirement preferences are shaped only to a moderate degree by psychosocial attitudes. In seeking to retain older workers in the workforce for longer employers should encourage employees to develop strong social relationships at work and allow gradual transitions to ultimate retirement.

The paper looked at preferences for retirement, particularly later retirement, and found that, if employers wish to retain the knowledge, skills and expertise of their employees, then it would seem that they need to devise means of allowing people to achieve some of the more desirable aspects of retirement (greater free time, opportunity to pursue hobbies and interests) at the same time as retaining some of the benefits of work (status, professional interest, income etc.). Phased and flexible retirement initiatives therefore seem to be one of the solutions.

A dynamic model of the evolution of health for those over the age of 50 is embedded in a structural, econometric model of retirement and saving. Effects of smoking, obesity, alcohol consumption, depression, and other proclivities on medical conditions are analyzed, including hypertension, diabetes, cancer, lung disease, heart problems, stroke, psychiatric problems, and arthritis. Compared to a population in good health, the current health of the population reduces retirement age by about one year. Including detailed health dynamics in a retirement model does not influence estimates of the marginal effects of economic incentives on retirement.

In the 1990s, individuals aged 18–64 were eligible for disability insurance, if their work capacity was reduced by at least 25 percent (50 percent before 1993). In the beginning of the period, before 1991, disability insurance could also be granted for labor market reasons (i.e., if unemployed had been compensated long enough to exhaust their benefits – obtained benefits for 300 days). This possibility was gradually phased out after 1991. In 1995, the enforcement of the rules was tightened. When evaluating applications for disability pensions, local insurance offices now had to request a medical certificate and a work-related test of the applicant's degree of work capacity. Local offices also had to consult the applicant's employer, physician, or other qualified personnel, and even pay personal visits to the applicant. The possibilities for rehabilitating the applicant should also be investigated. From 1997, work incapacity should be evaluated in relation to all possible employment opportunities. Potential income changes resulting from changes in employment should not affect the evaluation⁴ (National Social Insurance Board, 2005).

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.

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.

Reports that few Americans plan financially for their retirement and outlines the possible strategies for doing so, referring to relevant research, e.g. company sponsored pension plans, individual retirement accounts and dependence on social security. Surveys students before and after financial planning instruction to identify any attitude changes. Finds that many had no idea of how to calculate the funds needed to meet their expectations initially, but that after their finance course they became more realistic about their requirements. Concludes that more training in retirement planning is needed for the general public, urges workers, employers and acacdemics to respond to calls for further research.

The desired retirement age (DRA) becomes more important because some countries adapt their strict retirement regulations to it. A process is tested for how psychological empowerment influences the DRA mediated by psychological and physical strain and how the DRA is connected to the expected retirement age (ERA). The paper aims to discuss these issues.

Structured interviews with 1,485 German employees (55 years and older) were conducted via telephone.

Psychological and physical strain mediated both the relationship between psychological empowerment and the DRA. DRA and ERA were positively associated. The control variables – age, net income, and organizational size – also significantly affected the DRA.

The results are only valid for the German job market. All variables were collected at one measurement point.

The strengthening of psychological empowerment can be one measure to motivate older employees to delay their retirement and finally keep them longer in the labor force.

A large sample was collected and interviewed via telephone, which helps to overcome some limitations of questionnaire research. The process model helps to understand how job characteristics are connected with the DRA and the ERA.

This article estimates the causal effect of benefit levels on elderly enrollment in two public assistance programs by using the variation in eligibility and benefit levels introduced by old-age pension benefits. The findings are threefold. First, the low take-up among the elderly is not driven by changes in the composition of the eligible pool. Second, old-age pensions decrease the use of public assistance programs by decreasing the gain of participation – the potential benefits. Third, we find program-specific responses: a $100 increase in potential Supplemental Security Income (SSI) benefits leads to a 4–6 percentage point increase in the take-up probability, but we are unable to estimate consistent results for the Supplemental Nutrition Assistance Program (SNAP). Together with the fact that eligible individuals who begin receiving old-age pensions continue to participate in SSI more often than they maintain SNAP enrollment, the different program response could be due to preference for cash over in-kind transfers.