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This study compares retirement in Chile and Uruguay, and focuses on current individuals legally entitled to retire, particularly women. The article analyses how labour market and family resources shape the access of women and men to social insurance by investigating the likelihood of retirement after reaching the legal age of retirement.

This study uses the Longitudinal Social Protection Survey (LSPS), a biannual or triennial longitudinal survey carried out in six Latin American countries. To study gender differences in the chance of being retired, the study conducts a series of logit regression models to model retirement as a function of labour market and life course conditions as well as providing descriptive and contextual information.

Main findings support labour market explanations of gender differences in retirement. Work experience, human capital and contribution densities largely explain the chances of retirement and economic autonomy among elderly women. Further analysis reveal that they are both less likely than men to retire but also to work in old age, limiting their economic autonomy.

Data for Uruguay are recent. To maximize comparison between countries, the paper selects the more recent waves with complete administrative information. As a result, the article uses cross-sectional data that might not capture the accumulation of family resources and could fail to provide a complete gendered life course explanation of current disadvantages faced by women.

The article uses novel data in order to place two Latin American countries within mainstream sociological theories of retirement, thus complementing literature that mainly focuses on European and North-American societies. The paper also documents gender gaps in retirement in two different Latin American societies, one with a traditionally generous public pension system (Uruguay) and one with a largely privately-run contributory system (Chile).

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.

This purpose of this paper is to respond to calls for further research into consumer pre‐purchase decision‐making, and investigate the factors that cause a customer to make a decision to save for retirement.

Exploratory research using eight focus groups was undertaken in Sydney, Australia with a total of 55 participants. The data were analysed using the approach suggested by Cresswell and includes coding into chunks, development of themes, interpreting, and validating findings.

Three key findings emerged from the research. First, there are certain internal, external, and risk factors that have a major impact on propensity to save for retirement. These are: involvement level, motivation, needs and wants, family influence, marketer influence, competitive options, financial risk, functional risk, and psychological risk. Second, no clear and universal gender differences in the pre‐purchase decision‐making process emerged during the focus group discussions. Finally, alternative options for spending and addressing risk negatively influence pre‐purchase decision‐making and therefore the desire or ability to save.

This study is constrained by its exploratory nature. Consequently, future research could utilise quantitative methodology to confirm findings and allow generalisation of results. Also, a study incorporating ethnicity would add breadth to the findings.

Managers and policy makers benefit from understanding that marriage and turning 40 years old are highly influential to a consumer's likelihood to save for their retirement. This information is particularly useful for the development of marketing and communication campaigns.

This is the first exploratory study of pre‐purchase decision‐making which researches the triggers for buying complex financial services associated with saving for retirement.

This paper seeks to promote an understanding of gender effects on retirement plan participation as a function of fund assortment size.

A decision simulation was conducted among 349 US adults whose task was to invest in a hypothetical 401(k) retirement plan. The number of mutual funds offered for investment was varied and the effects on the incidence and extent of participation observed.

The results indicate that larger fund assortments tend to reduce participation among women, but increase it among men.

Replication in other contexts and with other data sets would be worthwhile.

To enhance retirement plan adoption/participation, financial service firms may want to tailor such plans according to gender (and other consumer characteristics) according to the present set of findings.

First time authors are aware that the interaction between gender and assortment size is examined.

Becoming self-employed has appeal to both genders. For many women, balancing work and family is a key motivator. However, businesses owned and operated by women are often very small, with limited turnover. This potentially can have disastrous consequences when these women come to retire, unless a solid retirement savings strategy has been considered. The purpose of this paper is to outline many of the issues and implications of a lack of research in this area.

Data were collected from 201 small business owners via a convenience sample derived from various databases. The survey was completed on-line and analysed using SPSS.

Many self-employed women in Australia have neither enough savings for their retirement, or an actual retirement plan. This is exacerbated by the lack of regulation requiring mandatory contributions into a superannuation (personal pension) fund by small business owners, unlike pay as you go employees, whose employers must contribute a certain about on their behalf.

Middle-to-older aged women are the biggest cohort of homeless people in Australia. This is likely to grow as self-employed Baby Boomers stop working and find they do not have sufficient personal financial resources to fund their retirement.

Whereas there is much written about gender and small business ownership, as well as retirement and savings planning, these two areas have not been researched before in Australia. Yet it is an issue for the majority of small business owners, particularly women.

The purpose of this paper is to explore the factors influencing the willingness to benefit from temporary leave (TL), a life-course policy consisting of the entitlement to temporary paid leaves from work in exchange for delayed retirement.

A survey has been conducted amongst the occupied workforce of a medium-sized Spanish town, fairly characteristic of European urban environments in terms of its labour-force composition. The factors predisposing to TL are probed by means of a multivariate analysis (binary logistic regression). The analysis is framed in an age-gender perspective.

The noteworthy favourable predisposition towards TL emerging from the survey, mainly for the purposes of caring for children and parents, studying and preparing for a new job, appears mostly influenced by the educational level and by the fact of having or not children, without clear sex variations.

Notwithstanding the local scope of the survey, its results might orientate future research on TL, which is an emerging policy issue crosscutting several widely recognised social-policy targets within the European Union, such as the extension of working life, lifelong learning and gender equality throughout the life course.

The aim of this study is to understand the effects of psychological social and financial perceptions of post-retirement life and demographic characteristics on retirement planning behaviour (RPB) of the employees from different occupational sectors.

The primary data from 400 employees in central government, state government and private sector is collected through a structured questionnaire. The questionnaire comprised of 43 items to measure social and financial perceptions and RPB along with demographic information. An exploratory factor analysis (EFA) and multiple linear regression (MLR) analysis are performed to find the significant variables of social and financial perceptions influencing the RPB.

The results of exploratory factor analysis revealed three principle components of social perceptions, four of financial perceptions and three of RPB. The role clarity, involvement, obligations, uncertainty and preparations have significant impact on RPB. This study found a moderate positive correlation between RPB and extracted factors of social and financial perceptions. The study confirms the significant effect of demographic variables such as age, marital status, occupational sector, income and education levels on RPB.

The study has number of implications for government and private sector organisations involved in offering the retirement planning solutions as well as to the employees. The stakeholders may take a note of the role of psychological social (role clarity and social involvement) and financial (financial obligations, uncertainty and preparation for post-retirement life) perceptions that influence RPB. The study also provides an insight to the policy makers for considering the demographic information such as age, education, marital status and income of the employees while designing/offering the choices of retirement plans to them. Further studies are recommended to validate the findings of this study in terms of testing the effect of psychological social and financial perceptions on retirement planning behaviour of the employees.

The paper seeks to describe the multitude of pathways to early exit from the labour force and to estimate how individuals allocate into different pathways out of the labour force conditional on early retirement.

A multinomial logit approach is used to analyse the characteristics of individuals who retire through each pathway compared to those remaining in the labour force.

Eight pathways from work to an early retirement programme are identified. Overall, availability and/or generosity of retirement programmes are important for early retirement through the employment and unemployment insurance benefit dominated pathways, while personal characteristics seem to be at least as important for early retirement through other pathways.

An interesting approach in future work would be to gain access to health data, making it possible to build a competing risks model where some pathways are used due to health shocks and others are chosen based on economic optimisation comparing compensation rates with disutility from continued work.

While the dominant approach in many retirement studies is on destinations, the analytical focus in this paper is instead on how people span the period from leaving the job until entry into an early retirement programme. The period the authors study contains a policy experiment, where a programme for early retirement conditional on age and unemployment is opened and closed down again later in the period.

Artificial intelligence and robo-advisory have become prevalent in the finance industry, and many people rely on robots instead of humans for financial advice. This study aims to examine whether robo-advisory increases retirement worry based on agency theory and rational choice theory.

The present study investigate whether relying on robots for financial advice increases retirement-related worry in the present study. Using a sample of 1915 investors from the National Financial Capability Study (NCFS) survey, the author conducted instrumental variable regression analysis to examine the causal linkage.

Using fear of financial fraud as an instrument variable, the study provides a causal explanation of the linkage between robo-advisory usage and retirement worry. After controlling for sociodemographic and financial literacy-related variables, it is found that robo-advisory increases retirement worry.

Findings of the study emphasize on downsides of the artificial intelligence-enabled robo-advisory for financial planning. This article provides evidence that a lack of human involvement in financial planning may lead to increased worry among investors, which calls for attention from the regulators and policymakers.

The purpose of this paper is to address the issue of self-employment exit in Poland and its determinants.

The author examines the outflow from self-employment into different labour market status: employment, unemployment, inactivity using multinomial logistic regression. The analysis is conducted separately for men and women using Polish Labour Force Surveys (LFS) (2001-2007).

Results indicate that personal and family characteristics have different impact on self-employment exit for men and women. However, unfavourable macroeconomic conditions have similar impact regardless gender. The author’s results show that higher local unemployment rate reduces the likelihood of self-employment exit into employment, while conducting business in a sector affected by economic downturn increase outflow from self-employment for both men and women.

Certain limitations of the study arise from the design of the Polish LFS. It is a rotating panel with relatively few time periods, so it can only allow the author to analyse the outcomes in short-term perspectives.

Those results provide some background for potential policy interventions. In the context of persistent, high unemployment rates in Poland, there is need for some policy incentives which reinforce self-employment – an important alternative form of the labour market participation.

Majority of previous studies focusses on self-employment creation, as policy incentives do. However, very little is known about the reasons for leaving self-employment. The author fills this gap analysing the outflow and transition from self-employment to different labour market status.