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Drawing on a unique combination of longitudinal administrative data and a postal survey, the purpose of this paper is to identify the socio-economic factors and individual characteristics that affect senior citizens’ decision to continue working on the Swedish labour market after the standard retirement age.

By using standard econometric techniques (multinomial logit model) on a large representative sample of 20,000 senior citizens residing in Sweden, the auhtors analyse the extent to which socio-economic factors and individual characteristics including personality traits affect the decision of senior citizens to delay retirement and to continue working after the standard retirement age.

The results of our estimations show clearly that good health, high educational attainment/high-skilled jobs, good psychosocial work environment, employment status (to be self-employed), personality traits (extraversion, openness to experience and conscientiousness) as well as industrial sectors (agriculture, healthcare and transport) are strong predictors of the continuation of work after the standard retirement age (65 years old).

High job quality and good working conditions, along with continuous improvements in public health, are seemingly essential elements for motivating senior workers to delay retirement as are preventive policy measures favouring the development of decent and sustainable working conditions across the life course.

To the best of the authors’ knowledge, the paper is the first attempt in Sweden to analyse jointly a large range of factors influencing the decision to remain in the labour force after the standard/normal pension age, including psychosocial working conditions and personality traits.

In this paper, the authors attempt to understand how labour market attachment during the ages of 30–59 influences individuals' transition out of the labour market.

Using high-quality Swedish register data, the authors follow individuals born in 1950 and observe their labour market attachment during mid-life and their exit from the labour market.

The authors find evidence that labour market attachment in different stages of the career is differently related to exit from the labour market. At the age of 30, as well as between the ages 50–59, low attachment is related with earlier exit from the labour market. On the contrary, low labour market attachment during the ages 40–49 is related with later exit from the labour market. However, regardless of age, lower labour market attachment increases the risk of work-related benefit receipt in the exit year. The authors also find evidence that gender, migration status and childhood socioeconomic disadvantages may represent obstacles to longer working lives, while high education is a consistent factor in avoiding early exit from the labour market.

This study provides insights on the link between labour market attachment in different stages of the career and the exit from the labour market as well as work-related benefits dependency in the year of exit.

This chapter explores whether and how does the interplay of institutional context and management interventions lead older workers to delay retirement in Germany, the United Kingdom and Hong Kong. The most important factors that influence retirement plans are placed on three analytical levels: the individual, the workplace and the institutional levels. It explores the importance of these factors and their cross-national variation in three different countries, namely Germany, the United Kingdom and Hong Kong. Using three national datasets we explore the relationship between the aforementioned factors via descriptive statistics and linear regression models. Institutional regulations seem to matter for retirement plans. But within countries, plans show varying patterns across social groups (lower educated, financially disadvantaged). The comparative design does not allow analysing specific institutional features directly, but findings are indicative for the fact that individuals take institutional frameworks into account when planning retirement transitions. The findings call for regime-specific solutions and future policies, for example, age-friendly workplace conditions and opportunities for requalification and mobility in Germany, rising retirement ages and greater financial security via more generous universal pension rights in Hong Kong and the United Kingdom.

This paper aims to investigate how the passage of the Sarbanes Oxley Act (SOX) impacted the likelihood and timing of the decision of leveraged buyout (LBO) firms to exit via initial public offering (IPO) (reverse-LBO) and the mediating effect of reputed private equity (PE) firms.

The sample comprises firms that went private via LBO between 1990 and 2018. The authors use logistic and ordinary least square regression models to compare the effect of SOX on the re-listing decision and the time taken to re-list.

LBO firms were less likely to exit via public offering after SOX, and the time from LBO to IPO was significantly longer for exiting firms post-SOX. PE firm reputation partially reversed the reluctance to exit via IPO and shortened the time to exit.

The primary focus is RLBOs; the authors do not directly examine other methods of LBO exit. The findings have policy implications for unintended impacts of SOX. Despite the benefits of increasing transparency and protecting investors, SOX reduced the likelihood of going public and increased the time to IPO, potentially reducing product market competition.

RLBOs present a unique experimental setting as the authors can test the impact of SOX on both the likelihood and time to go public, whereas prior literature using first-time IPO samples are able to test only the likelihood. The authors also show that the reputation of the advising PE firm attenuates the reluctance and time taken for RLBOs to re-list. The authors are, thus, able to provide a new perspective on the impact of SOX on the going public decision.

The purpose of this study is to distinguish those emotions which customers express verbally during a failed remote service encounter from those which they do not. The study further attempts to investigate the post-consumption customer behaviour of verbally expressed and unexpressed negative customer emotions.

The authors used a survey-based research design. The hypotheses were tested through the “partial least squared structural equation modelling” method.

This study shows that in a failed remote service encounter, customers verbally express retaliatory rage emotions, such as anger and rage. At the same time, they are able to suppress rancorous rage emotions, such as disgust and contempt and do not express them verbally. The authors demonstrate that after emotions are verbally expressed during a failed remote service encounter, they are followed by the post-consumption behaviours of negative word of mouth and revenge; when emotions are not expressed verbally during a failed service encounter, they are followed up by exit behaviour.

The effects of variables, such as switching costs and individual and situational factors, can be investigated in the model. Future studies can also explore the role of organizational interventions, such as explanation and apology, on negative customer emotions during failed remote service encounters. Their moderating impact on customer behaviour during and after the encounters can be investigated.

This study has much practical relevance in the post-COVID-19 world, where remote service delivery is becoming the new normal in many sectors. In remote service delivery situations, verbally unexpressed negative emotions can remain undetected; however, they have negative consequences for firms. This study underscores the need to train frontline employees to notice these unexpressed emotions so that service recoveries can be initiated.

This paper contributes to the area of dysfunctional customer behaviour and service recovery. The existing literature has not explored whether some negative emotions are expressed during a failed service encounter and then acted upon later, and some emotions are not expressed but acted upon later. This study addresses the problem of firms getting caught unawares when they find customers resorting to undesirable post-consumption behaviour without demonstrating any verbal expressions during the preceding failed service encounters.

Business process models describe the way of working in an organization. Typically, business process models distinguish between the normal flow of work and exceptions to that normal flow. However, they often present an idealized view. This means that unexpected exceptions – exceptions that are not modeled in the business process model – can also occur in practice. This has an effect on the efficiency of the organization, because information systems are not developed to handle unexpected exceptions. The purpose of this paper is to study the relation between the occurrence of exceptions and operational performance.

The paper does this by analyzing the execution logs of business processes from five organizations, classifying execution paths as normal or exceptional. Subsequently, it analyzes the differences between normal and exceptional paths.

The results show that exceptions are related to worse operational performance in terms of a longer throughput time and that unexpected exceptions relate to a stronger increase in throughput time than expected exceptions.

These findings lead to practical implications on policies that can be followed with respect to exceptions. Most importantly, unexpected exceptions should be avoided by incorporating them into the process – and thus transforming them into expected exceptions – as much as possible. Also, as not all exceptions lead to longer throughput times, continuous improvement should be employed to continuously monitor the occurrence of exceptions and make decisions on their desirability in the process.

While work exists on analyzing the occurrence of exceptions in business processes, especially in the context of process conformance analysis, to the best of the authors’ knowledge this is the first work that analyzes the possible consequences of such exceptions.

Population ageing has intensified the need to maximise employment rates among those aged 50‐69, yet the perspective of midlife men and women themselves concerning employment and retirement, and how these may shift in response to policy trends, is little understood. The research analyses attitudes to employment among British midlife men and women, focussing on changes during the 1990s.Data from the British sample of two cross‐sectional surveys of the International Social Survey Programme, 1989 and 1997, that provide information on work orientations, are used to measure differences between two cohorts in the same age groups.Where there were differences between the two cohorts, some indicated less positive orientation towards employment. Thus the perceived importance of work declined significantly across the 1990s. However, the later cohort showed a slightly less instrumental attitude to work than the earlier, explained by their longer education. Those who were employed were more likely to show work commitment, valuing a job irrespective of financial need, compared with those who were not employed. Among employed men, those in the later cohort were less likely to think their job was secure or their pay high, compared with the earlier cohort.

The changing U.S. demographics, characterized by the rapid growth in immigration (Suarez-Orozco, 2003; U.S. Census Bureau, 2000), and the No Child Left Behind (NCLB) legislation are good reasons to prompt all educational stakeholders to seriously examine the practices of educating learners at risk of educational failure. Among at-risk learners, a significant portion is made up of English language learners (ELLs), especially those who are newcomers (i.e., ELLs who are fairly new to the school community in the United States with little or no English proficiency). The last census revealed that immigration accounts for more than “70% of the growth of the American population,” and that “the foreign born-population reached 30 million” (Portes & Hao, 2004, p. 1). Of this group, Hispanic students comprise the fastest growing group, and among Hispanics born outside the United States, 44.2% drop out from the educational system between the ages of 16 and 24 years (National Center for Education Statistics, 2001). For this reason, discussions and debates on the best way to educate ELLs for effective English language acquisition leading to academic achievement in U.S. schools remain at the forefront of educational debates. At the core of this discussion, the question of whether or not to provide bilingual education services to learners for whom English is not their dominant or native language remains as one of the, if not the, greatest long-standing political, ideological, educational battles in the United States.

The few studies on the effects of a sponsorship termination do not consider the effects of different exit options on consumers’ attitudes toward the exiting sponsor. To fill this gap, the purpose of this paper is to investigate the effects of the extent of the exit (gradual vs entire) as well as the timing of the announcement (early vs late) on consumers’ attitudes. Moreover, this research considers the mediating role of the perceived abandonment of the sponsored party.

This research uses an experimental study (n=204). Data were collected among supporters of a German second division soccer team.

The results emphasize that the extent of the exit as well as the timing of the announcement influences consumers’ attitudes. They develop negative attitudes toward the withdrawing sponsor, especially when the sponsor exits entirely instead of gradually and announces the decision late instead of early. Furthermore, the results reveal that the perceived abandonment of the sponsored party mediates the effect of the extent of exit on attitudes.

The results help to formulate several exit options for the withdrawing sponsor that will help to minimize the possible negative effects on their brand. Specifically, the author recommends a gradual exit as well as an early announcement of the decision to prevent negative effects on the sponsor brand.

This study expands the research on the effects of a sponsorship termination on consumers’ attitudes toward the sponsor brand. Specifically, it is the first study that considers several aspects regarding the sponsor management of a sponsorship termination as important determinants of consumers’ attitudes.