Attitudes About Working Beyond Normal Retirement Age: The Role of Mandatory Retirement

Mulders, Jaap Oude

doi:10.1080/08959420.2018.1563473

Cited by 17 publications

(11 citation statements)

References 34 publications

(49 reference statements)

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“…Many countries have implemented policy changes to impede the early exit of workers from the labour market and, at the same time, to encourage older workers to prolong their working careers. Consequently, older adults' participation in the labour market and retirement ages have increased substantially (Mulders 2019). A specific measure often debated within this context is to abolish mandatory retirement-commonly labelled as ageist.…”

Section: Combating Ageism: Law and Policy Contributionsmentioning

confidence: 99%

Combating Ageism through Adult Education and Learning

Fragoso

Fonseca

2022

Social Sciences

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The demographic data and projections show that the world is ageing at a high pace and that this has transversal consequences to society. The available data on ageism show that it constitutes the most prevalent form of discrimination in Europe. Whilst this seems logical because ageism, potentially, affects everybody (unlike sexism or racism), public debates on the phenomenon are rare. The awareness of people of its importance is minimal, the resources and investigation devoted to understanding it are relatively small and the initiatives towards combating ageism are not enough. There is a mismatch between the dimension of the phenomenon and the attention that we have given it. Ageism has various negative consequences for the older adults themselves; for the institutions at large (but especially for the working world institutions) and for countries. In a fast-ageing world that will witness structural changes in age groups, ageism is a complex phenomenon that needs to be counteracted. So far, in Europe, combating ageism through law and public policy seems to have produced poor results. However, the literature shows that adult education and learning can provide very effective means to improve the mutual knowledge between generations, combat myths and prejudice and deconstruct age-based stereotypes.

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Section: Combating Ageism: Law and Policy Contributionsmentioning

confidence: 99%

Combating Ageism through Adult Education and Learning

Fragoso

Fonseca

2022

Social Sciences

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“…For many countries, the number of older people is growing much faster than the number of economically active people (those of traditional working ages). This has led many governments to consider increasing the statutory retirement age in an effort to (i) prolong the labor force participation of older people; (ii) strengthen the financial stability of pension systems and financial assistance schemes; and (iii) help older people stay active longer in a bid to prevent the early onset of age-related conditions such as dementia, Alzheimer's disease and osteoarthritis (Ross, 2010;Staudinger, Finkelstein, Calvo and Sivaramakrishnan, 2016;Mulders, 2019;Zacher, Kooji and Beier, 2018). Population ageing and the growth in the number of older persons place substantial pressure on health systems and the demand for care, services and technologies to treat non-communicable and chronic conditions associated with old age.…”

Section: The Global Ageing Populationmentioning

confidence: 99%

Engaging and Helping Seniors: The Case of the Pioneer Generation Ambassadors in Singapore

Mokhtar¹

2020

IJARBSS

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Singapore, a young and modern city-state in Southeast Asia, is home to more than 5.6 million people, with about 3.5 million Singapore citizens. About 10% or 550,000 of its residents are 65 years old and above, while the country's Total Fertility Rate is rather low at 1.14. Both of these statistical data indicate that Singapore is an increasingly ageing population. Singapore takes on a whole-ofgovernment approach to ensure the country is ready to support seniors and an increasingly ageing population. Legislation and policies are constantly reviewed and changed to help Singaporeans remain employable and employed for longer; numerous health-related programs and initiatives are put in place to ensure active and healthy ageing; and amenities and infrastructure are constantly upgraded to make housing estates and public places more friendly and ready for seniors. Other than legislation, policies, programs and infrastructure, one other important aspect of this whole-ofgovernment approach is the human touch and personal communication. The Pioneer Generation Office (PGO), initially set up in 2014 to reach out to and explain the Singapore government's S$9 billion Pioneer Generation Package, has since expanded its scope of work and objectives to include outreach to, engagement and befriending of all seniors in Singapore. This paper presents a case study of the PGO through the lens of its Chief Training Officer, as she was tasked with overseeing the training, development and readiness of the Pioneer Generation Ambassadors (PGAs) in order to prepare them to carry out their outreach and engagement initiatives to seniors in Singapore.

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“…The reform that provides the context for the current study is the increasing statutory or normal retirement age. This age, at which mandatory retirement is commonly applied for employees and after which individuals receive a flat rate state pension [ 14 ], was set to 65 from its inception in 1956 until 2012. Since 2013, it has been increasing gradually, and the rate of increase has been subject to intense public and political debate.…”

Section: Introductionmentioning

confidence: 99%

Employees’ Emotional, Cognitive, and Behavioral Responses to Increasing Statutory Retirement Ages

Mulders

Henkens

Dalen

2021

BioMed Research International

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Increasing statutory retirement ages around the world are forcing employees to prolong their working lives. We study the different ways in which mid- and late-career workers respond to such changes. We distinguish between negative emotions about working longer, cognitive engagement with prolonged employment, and proactive behavior to facilitate longer working lives. We analyze data from 1,351 employees aged 40-66 from the Netherlands. We estimate a structural equation model to identify in which ways experiences of age discrimination, accessibility of accommodative HR facilities, and social norms in the workers’ social networks are related to the three different types of responses. Results show that when employees do not experience age discrimination, when their employer offers easily accessible accommodative HR facilities, and the social norms support prolonged employment, employees have fewer negative emotional reactions and are more likely to behaviorally respond to facilitate longer working lives. When these contexts are misaligned, the reverse is generally found. We also find socioeconomic differences in the ways employees respond to the prospect of prolonged employment. This study shows the importance of supportive contexts at different levels—societally, in organizations, and in individuals’ own lives—for policy changes such as increasing statutory retirement ages to be effective. Different responses between different socioeconomic groups may lead to growing long-term inequality.

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Attitudes About Working Beyond Normal Retirement Age: The Role of Mandatory Retirement

Cited by 17 publications

References 34 publications

Combating Ageism through Adult Education and Learning

Combating Ageism through Adult Education and Learning

Engaging and Helping Seniors: The Case of the Pioneer Generation Ambassadors in Singapore

Employees’ Emotional, Cognitive, and Behavioral Responses to Increasing Statutory Retirement Ages

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