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Based on the theory of planned behavior, this study aims to examine antecedents of older workers' intentions to engage in postretirement work (PRW) and actual planning for PRW.

A cross-sectional survey design was used. About 469 nurses (≥45 years old) from Midwestern United States completed an online survey containing various self-reports on attitude, perceived control, subjective norm, intentions to engage in PRW and actual planning for PRW.

Results found that attitude and subjective norm (but not perceived control) were positively related to older employees' intentions to engage in PRW. Perceived control was positively related to actual planning for PRW. PRW intentions mediated the effects of attitude and subjective norm on older workers' actual planning for PRW. Finally, perceived control enhanced the positive effect of PRW intentions on actual planning for PRW.

This study contributes to the research by testing the application of the theory of planned behavior to the literature on PRW, further increasing our knowledge of the roles of individuals' attitudinal and cognitive factors in predicting older employees' PRW intentions and actual planning for PRW.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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Age discrimination is found to indirectly and negatively relate to older nurses’ bridge employment intentions through work meaningfulness. In addition work meaningfulness is found to have a mediating role in the relationship between age discrimination and bridge employment intentions above and beyond the potential role of affective commitment.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The current study investigates the association of employment at older age (60–80 years ) with the cognitive component of subjective well-being (SWB): life satisfaction.

Out of the Survey of Health, Ageing and Retirement in Europe (SHARE), the present study’s sample included 58,197 observations of participants aged 60–80 years from 18 countries. The authors estimate the direct effects of employment and number of working hours on life satisfaction while considering the characteristics of the job and their impact.

Results reveal that individuals who do not work enjoy a higher level of life satisfaction and so do those who work in developing jobs. Work under pressure reduces the level of SWB and working in physically demanding jobs has no significant impact on SWB. The results confirm previous findings regarding the positive contribution of self-employment to individuals’ SWB.

The results allow policy makers to implement policy measures that can improve older workers' SWB.

The authors said their exploratory research question was “does perceived control interact with PRW intentions in influencing actual planning for PRW?”

Participants were nurses from the Midwestern US, and all were 45 years and older. A total of 469 qualified and complete questionnaires were received with an average age of 54.6.

The results showed that attitude and subjective norm were significantly related to PRW planning, but not perceived control. But perceived control correlated with PRW planning. Meanwhile, PRW intentions were positively related to PRW planning. The data also suggested that variables of TPB significantly predict older employees’ PRW intentions above and beyond age, health status and retirement income satisfaction. Finally, CIs indicated that the indirect effects of attitude and subjective norm on actual planning for PRW via PRW intentions were significant.

Previous studies have shown that people who plan for PRW are more likely to actually do it. However, there have been very few studies on the antecedents of older workers’ actual planning.

In light of significant changes over the past decade in the nature of the workforce, the workplace, and retirement itself, this article examines the factors that predispose employees to retire. The study uses a sample of older workers who had attended pre‐retirement planning sessions open to employees over age 45. Results suggest that employment status of spouse (rather than marital status per se), continuous years of service (rather than salary), the physical demands of the job (rather than overall health), and certainty about the plans for retirement (rather than the content of those plans) are significantly related to intentions to retire.

The research paper investigated the intentions of superannuated persons toward the post-retirement work. This study aims to examine the role of attitude, job satisfaction and education in post-retirement work intensions.

A questionnaire was administered for collecting the data. It was submitted to the 300 government retirees. Data was analyzed by using Process macro. Intention toward work was used as an outcome variable. Attitude as a predictor variable, job satisfaction as a mediator and education as a moderator variable were used. The impact of attitude on intentions toward work was examined through job satisfaction and education.

The findings of the research showed the significance of experimented model. Therefore, the positive effect of attitude in determining the intentions has been proved and the effect of mediator-moderator was also significant.

The study is related to retired persons only and suggested that the level of education plays a major role in determining work intentions after retirement. This study addressed a research gap about how the interaction of job satisfaction and education affects the association among attitude and work intentions of superannuated persons.

Coronavirus disease 2019 (COVID-19) has made telecommuting widely valued, but different individuals have different degrees of acceptance of telecommuting. This article aims to identify suitable individuals for telework and to clarify which types of workers are suitable for what level of telework, set scientific, reasonable hybrid work ratios and processes and measure their suitability.

First, two working scenarios of different risk levels were established, and the theory of planned behavior (TPB) was used to introduce latent variables, constructing a multi-indicator multi-causal model (MIMIC) to identify suitable individuals, and second, constructing an integrated choice and latent variable (ICLV) model of the working method to determine the suitability of different types of people for telework by calculating their selection probabilities.

It is possible to clearly distinguish between two types of suitable individuals for telework or traditional work. Their behavior is significantly influenced by the work environment, which is influenced by variables such as age, income, attitude, perceived behavioral control, work–family balance and personnel exposure level. In low-risk scenarios, the influencing factors of the behavioral model for both types of people are relatively consistent, while in high-risk scenarios, significant differences arise. Furthermore, the suitability of telework for the telework-suitable group is less affected by the pandemic, while the suitability for the non-suitable group is greatly affected.

This study contributes to previous literature by: (1) determining the suitability of different population types for telework by calculating the probability of selection, (2) dividing telework and traditional populations into two categories, identifying the differences in factors that affect telework under different epidemic risks and (3) considering the impact of changes in the work scenario on the suitability of telework for employees and classifying the population based on the suitability of telework in order to avoid the potential negative impact of telework.

Using data from the Health and Retirement Study, we examine behavioral responses to a new generation of retirement policies that on average are actuarially neutral. Although many conventional models predict that actuarially neutral policies will not affect retirement behavior, our model allows those with high-time preference rates to find that the promise of an actuarially fair increase in future rewards does not balance the loss from foregone current benefits. Thus together with liquidity constraints facing those with high-time preference, we find that actuarially neutral policies do affect retirement behavior. One such policy follows on the elimination of the Social Security earnings test for those over normal retirement age, and would eliminate the earnings test between early and normal retirement age. Another of these policies would increase the ages of benefit entitlement. Still another such policy emerges from a central focus of the past few years on the adoption of personal accounts. Although Social Security benefits are currently paid in the form of an annuity, benefits from either defined benefit plans or from personal accounts may be made available as an annuity or as a lump sum of equivalent actuarial value. A related policy choice between actuarially equivalent benefits emerges on the pension side. There has been discussion of relaxing the current IRS prohibition against paying a pension benefit when a person remains at work, instead allowing partial pension benefits to be paid to those who partially retire on a job.

This paper aims to explore how heads in South Korean workplace perceive the retirement preparation of older Korean workers and their roles in accordance with life design perspective.

Qualitative in-person interviews were conducted with top leaders of 15 corporations in small- and medium-sized enterprises (SMEs) and analyzed by using a conventional content analysis.

Top leaders in corporations consider that older Korean workers whose retirement preparation is their own responsibility have not been actively preparing for their postretirement life. Nevertheless, some of these heads are attempting to assist with career development or career transition. Some believe that older workers should work as long as they are capable and should be retained after the official retirement age.

These exploratory findings are preliminary, and the top-down mechanism might work differently in a specific sector. Future research merits a large-scale investigation of each specific business.

It is implied that policy initiatives should support SMEs with subsidy programs for older workers’ employment, empowering longer working as healthy pathways to postretirement.

This pilot study indicates some degree of possible roles of top corporate leaders for workers’ retirement preparation in terms of career development and career transition and retainment of older workers.

The purpose of this paper is to use the Health and Retirement Study to examine the social security (SS) claiming decision of older Americans, with a focus on the behavior of the unemployed.

Using a duration model first, and a bivariate probit framework then, the author investigates whether older unemployed individuals lacking liquidity use SS benefits as a safety net in order to finance consumption during an unemployment episode, even if they do not retire at the same time. In this way, SS might be thought as a form of unemployment insurance (UI) which would allow them to maintain their standard of living during their job search.

The author finds evidence of a claiming pattern specific to the unemployed: they claim sooner than full-time workers, even when they do not retire at the same time. They also seem to discontinue this behavior when their access to UI is extended, which gives support to the author’s hypothesis that the unemployed workers, who lack liquidity, claim their SS benefits even if they do not wish to retire, as a source of alternative unemployment benefits.

By focusing on the SS claiming behavior of the unemployed rather than on their retirement patterns, this paper sheds light on the social insurance role of SS retirement benefits for unemployed workers who are not willing to retire, but need a new source of income while they continue looking for a job.