Gender Differences in Postretirement Employment

Pleau, Robin

doi:10.1177/0164027509357706

Cited by 65 publications

(94 citation statements)

References 62 publications

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“…Research using panel data provides clues, but tends to examine single transitions, such as retirement timing (e.g., Radl, 2013;Warner & Hofmeister, 2006) or re-entry (e.g., Kail & Warner, 2013;Pleau, 2010). This emphasis is problematic from a gender perspective, since it excludes anyone without a reasonably steady work history-that is, many women.…”

Section: Existing Researchmentioning

confidence: 99%

Understanding older adults’ labour market trajectories: a comparative gendered life course perspective

Worts

Corna

Sacker

et al. 2016

LLCS

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Section: Existing Researchmentioning

confidence: 99%

Understanding older adults’ labour market trajectories: a comparative gendered life course perspective

Worts

Corna

Sacker

et al. 2016

LLCS

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“…Individual-level theories, such as rational choice theory, life course theory, role theory, and career models can help researchers understand how decision-making processes, timing, family effects, and workers' own efficacy impact the likelihood of post-retirement employment (e.g. Hall, 2004;Maestas, 2010;Pleau, 2010;Shultz and Wang, 2008). Organizational and human resource theories suggest how the use of benefits and phased retirement policies maximize organizational goals but also help shape older workers' employment transitions (Feldman, 2003;Shuey, 2004;Shultz, 2003).…”

Section: Post-retirement Employmentmentioning

confidence: 99%

“…Previous studies highlight the difficulty of defining and operationalizing both retirement and post-retirement employment (see discussions in Ekerdt and DeViney, 1990;Pleau, 2010). Ekerdt and DeViney (1990) outline five common ways to define a population as 'retired': separation from a career, exit from the labor force, reduced work hours, public or private pension receipt, or self-definition.…”

Section: Post-retirement Employmentmentioning

confidence: 99%

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Trends and correlates of post-retirement employment, 1977–2009

Pleau

Shauman

2012

Human Relations

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The stereotypical retirement experience -the abrupt ceasing of all paid work and commencement of a life of leisure -is the experience of only half of all workers. Yet, despite the prevalence of combining work and retirement in the US and the implications this work-retirement behavior may have for organizations and individual workers, post-retirement employment behavior is understudied. In this article, we add to the growing literature on retirement and late-life employment processes by examining the trends and correlates of post-retirement employment in the US from 1977 to 2009. We find a modest curvilinear trend in post-retirement employment for both males and females over the last 33 years. However, the modest upward trends in post-retirement employment obscure the countervailing influences of significant changes in behavior and in the macro-level demographic and economic forces that are significant determinants of post-retirement employment.

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“…Specifically, retirees who are younger, male, in good health, retired a shorter time, and who previously returned to the labour force are more likely to return to paid employment than retirees who are older, female, in poor health, and who have been retired longer. Married women are less likely to unretire than never-married women (Choi, 2000;Pleau, 2010). There is also empirical evidence that individuals who were in managerial/professional occupations prior to retirement are more likely to return to the workforce than their counterparts who retired from other types of occupations (Maestas, 2010;McNair et al, 2004;Schellenberg et al, 2005).…”

Section: Two Of These Reasons (Downsizing and Health Issues) Imply Thmentioning

confidence: 99%

Seeking Resources: Predicting Retirees' Return to Their Workplace

2012

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To date the focus of the retirement research has been on identifying the factors that predict older workers' decision to retire from the workforce and the factors related to retirement adjustment and satisfaction. The factors associated with the decision of retired people to return to the labour force have received little attention (Griffin and Hesketh, 2008;Maestas, 2010). This is due, in part, to the fact that unretirement is a relatively recent phenomenon. Historically, when people retired from the workforce, they remained retired. However, in most developed countries, there has been a growing trend towards retired people returning to paid employment.For example, Maestas (2010) found that 26 percent of retired people in the US returned to the workforce. In Australia, Griffin and Hesketh (2008) found the incidence of unretirement to be 38 percent. Schellenberg et al. (2005) found that 22 percent of recent retirees in Canada had engaged in paid work after their retirement. It is now recognized that retirement no longer means permanently leaving the workforce (Adler and Hilber, 2008). In fact, Brown et al. (2010) suggested that working in retirement may become the "new normal" (p. 4).Researchers have identified a diverse array of motives for why older workers continue to work (see, for example, Armstrong-Stassen, 2008;Bal and Visser, 2011;Barnes et al., 2004;Groeneman, 2008; Humphrey et al., 2003;Weckerle and Shultz, 1999). Kooij et al. (2010) classified these work-related motives into three categories: security motives, social motives, and growth motives. Griffin and Hesketh (2008) suggested that work-related variables that act to delay retirement will also influence whether or not a person engages in work activity in retirement. Drawing on the work of Mor-Barak (1995), Armstrong-Stassen and Staats (in press) identified four primary motives for retirees to return to the workforce: financial, social, personal fulfillment, and generative (the opportunity to share one's knowledge and skills with the younger generation). Most of the existing empirical research on post-retirement employment has focused on identifying the factors that predict retirees' decision to return to the labour force in general, and not explicitly to their former workplace (Brown et al., 2010;Giandrea et al., 2010;Griffin and Hesketh, 2008; Lahey et al., 2006;Maestas, 2010;Moen et al., 2000;Park, 2011;Schellenberg et al., 2005). Adler and Hilber (2008) noted that many older workers will retire and then contract back with their former employer. However, we found only one study (Madvig and Shultz, 2008) that specifically investigated the factors related to retirees' desire to return to the organization from which they had retired.The purpose of the present study was to build upon and extend the work of Madvig and Shultz. The sample in the Madvig and Shultz study was primarily men (85%) who had retired from a utility company and included not only people who were fully retired but also those who were working in retirement (20%). The sample in o...

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Gender Differences in Postretirement Employment

Cited by 65 publications

References 62 publications

Understanding older adults’ labour market trajectories: a comparative gendered life course perspective

Understanding older adults’ labour market trajectories: a comparative gendered life course perspective

Trends and correlates of post-retirement employment, 1977–2009

Seeking Resources: Predicting Retirees' Return to Their Workplace

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