Search results

The practice of mandatory retirement age implies that some retirees may be forced to retire or are compelled to continue working. Retirement would then be determined by age and not by their personal choices. Against this backdrop, this study aims to understand the associations retirement transition types (voluntary or involuntary retirement) with retirement satisfaction and life satisfaction.

This mixed research study seeks to understand how the retirement transition type in the form of voluntary or involuntary retirement is associated with retirement satisfaction and life satisfaction. In this study, 103 Singapore baby boomer retirees were interviewed and a questionnaire was administered.

Results showed that voluntary retirement and high social–emotional resources had significant positive associations with retirement satisfaction, and that financial resources and retirement satisfaction had significant associations with life satisfaction.

Based on this study’s findings, a synthesized conceptual model was designed to illustrate the different roles and associations of resources with retirement satisfaction and life satisfaction. A retirement trajectory model was also created to cater for policy design at various stages of the retirement experience.

The retirement experience is multi-dimensional. It is highly relevant to almost every older adult. The relevance of this topic also meant that the findings in this study carry a potentially higher impact. Using the life span and multi-level perspectives to examine retirement, the findings in this study invite several timely human resources (HR) and national policy reviews. This paper proposed HR policy practices at three main points – late-career, retirement and bridge employment.

A unique feature of this study was to differentiate and compare “retirement satisfaction” with “life satisfaction”, and the differentiation of “retirement transition”, “retirement adjustment” and the “retirement trajectory”. The differentiation of these concepts can better shape policies targeted at different phases of the retirement experience. In addition, the resource-based dynamic perspective was used to identify and understand the types of resources that have significant associations with retirement and life satisfaction. For example, social–emotional resources were found to be significantly associated with retirement satisfaction, and financial resources were found to be significantly associated with life satisfaction.

The aim is to examine the shifting effects of retirement expectations and social support on adjustment three and half and ten months post‐retirement.

For the purpose of this study, the authors used a survey methodology. Expectations regarding retirement and social support were used to predict three facets of satisfaction post‐retirement; life satisfaction, retirement satisfaction, and social satisfaction.

Results suggested that expectations consistently and significantly predicted satisfaction early and later in retirement. Social support was only a significant antecedent of retirement satisfaction at time 2, and had a non‐significant relationship to social and life satisfaction in retirement.

Results support the view that retirement expectations have a strong influence on retirement, life, and social satisfaction in the first year of an individual's retirement.

The paper's findings imply that interventions designed to create realistic expectations of the retirement experience may have a positive impact on adjustment.

The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction.

Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work.

Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy.

The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings.

Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity.

Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced.

The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.

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 purpose of this paper is to analyse the effect of job satisfaction on the intended retirement age of self‐employed and organisationally‐employed white‐collar professionals. The analysis also examines potential boundary conditions imposed by other domains of life for the applicability of this relationship.

The study employs ordered probit regressions to analyse primary survey data comprising 1,262 Finnish white‐collar professionals.

The econometric results suggest that job satisfaction is a significant determinant of the intention to retire later and thus prolong a career. The analysis does not find a difference in the effect of job satisfaction between salary earners and self‐employed individuals. However, the analysis finds that other domains of life influence how job satisfaction affects retirement‐age intentions, and that these influences differ between self‐employed and salaried respondents.

The findings imply that developing measures to improve the job satisfaction of (highly educated) older workers is an alternative to the widely debated regulatory approach of prolonging working careers by increasing the statutory retirement age. The principal limitation is the focus on white‐collar professionals in a single country.

This is the first empirical comparison of the effect of job satisfaction on the intended retirement age between salary earners and self‐employed individuals. It is also the first examination of the effect of job satisfaction on retirement intentions or behaviour that accounts for the effects of other domains of life satisfaction.

Based on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.

A sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.

Results indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.

The results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.

The study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work.

Retirement adjustment is the process by which aged workers become accustomed to the changed facts of life in the transition from work to retirement and develop psychological well-being in their post-working life. The purpose of this paper is to explore the psychosocial factors that significantly explain retirement intentions and retirement adjustment, using two separate empirical studies.

Retirement self-efficacy, low work involvement, older worker identity and relative deprivation significantly explained retirement intentions (bridge employment engagement, part-time retirement, late retirement and full retirement) of workers over 60 years (Study 1, n=157). Retirement adjustment indices (retirement satisfaction, feelings of anxiety and depression) were associated with psychosocial factors for retirees (Study 2, n=218).

The findings highlight that retirement self-efficacy and older worker identity positively and significantly explained both full retirement of aged workers and retirement satisfaction of retirees. Relative deprivation negatively significantly explained partial and late retirement intentions and retirement satisfaction of retirees.

The implications of these studies are discussed for understanding retirement planning and counselling practice.

Retirement adjustment conceptualized as a process has important implications for retirement planning, and consequently can influence the project of the life course, as well as career’s decisions.

Social contexts should consider all factors that can negatively affect self-efficacy, work involvement and identity of employees in the mid and late-career stages, and thus contribute to reinforce and strengthen personal and psychosocial resources involved in planning and adaptation to retirement, and to increase the insight into the planning and decisions older workers make to face retirement.

This work had two goals, pursued by two empirical studies with two samples: workers over 60 years, and retirees. The authors contend that the availability of two different sets of data increases the generalizability of the findings.

This study aims to employ a resource‐oriented theoretical perspective to examine retirees' desire to return to their former organization.

Using a cross‐sectional field study design, data were collected from 243 retirees under 65 years of age who had been retired from a career job less than ten years.

Regression results indicate that retirees who had experienced financial and pervasive role loss as well as retirees who perceived a higher fit with their former organization and the availability of desired job role options expressed significantly greater interest in returning. Retirees who experienced gains in leaving work as well as gains in their life satisfaction following retirement reported significantly less interest in returning to their former organization.

The cross‐sectional design and self‐report data create a potential for bias. Even though the findings are based on respondents' “interest” in returning to their former organization, it is not known if they actually did return.

Programs should focus on creating an environment that values older workers, and provides them with opportunities such as mentoring other workers.

Policy changes are needed to ensure that returning to work following retirement results in resource gains and not resource losses.

This study uses resource theory with a diverse sample of retirees and considers their desire to return to their original employers, thus adding value to human resources and management who wish to retain or re‐engage their own knowledgeable retirees.

This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.

An empirical study was carried out at public schools in Canakkale, Turkey. Data collected from 238 teachers were analyzed. The correlations between identification and organizational prestige, desire for early retirement, and overall satisfaction of teachers were tested with several demographic variables such as age, gender, tenure and union membership. Ordinal logistic regression analysis (OLR) was conducted to reveal probabilistic behavior of response variables on the basis of explanatory variables.

The results show that both categories of identification have reverse effect on intention to early retirement, and both categories have positive effect on job satisfaction. Perceived external prestige has no effect on intention to early retirement and job satisfaction, but it increases satisfaction from the school. Finally, the “self” and the “occupation” were found salient categories for teachers' identification.

Identification literature has long been concentrated on organizational level identification. This paper explores the influence of both organizational and occupational categories of identification, comparatively. Being a teacher is seen as a prestigious occupation in Turkey. Findings about identity as a teacher also confirmed that “self” and “occupation” are two main identity references in the Turkish setting.

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.