Job Demands and Work Ability at Older Ages

Johnson, Richard W.; Mermin, Gordon B.T.; Resseger, Matthew

doi:10.1080/08959420.2011.551465

Cited by 48 publications

(41 citation statements)

References 21 publications

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“…As a result of these apprehensions, governments have been implementing policies aimed at halting the long term trend towards early retirement [7,14-16], contrasting with government policies of the 1970s and 1980s during which early retirement was promoted as a way to lessen the burden of the over-supply of workers [5]. Government initiatives aimed at encouraging Baby Boomers to remain in the workforce, to lessen the effects of an ageing population, include implementing age discrimination laws, removing compulsory retirement age, raising the pension eligibility age and encouraging increased personal saving and planning for retirement [7,17,18].…”

Section: Introductionmentioning

confidence: 99%

A survey of retirement intentions of baby boomers: an overview of health, social and economic determinants

et al. 2014

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BackgroundGovernments have been implementing policies aimed at halting the trend towards early retirement for Baby Boomers. Public policies can have a strong effect on when a person retires and this analysis contributes to an improved understanding of retirement aspirations in regards to health, social, workplace and economic determinants.MethodsIn October 2011 a telephone survey was undertaken with participants aged 50 to 65 years who were in paid employment and who had been in the workforce for the previous three years. Participants were obtained from two identical South Australian cohort studies - the North West Adelaide Health Study and the Florey Adelaide Male Ageing Study. The results of the telephone survey were linked to the original cohort data. Data were weighted by sex, age, postcode and probability of selection in the household. Work related questions included how much they thought about their retirement, current occupation, employment status, type of workplace and hours worked per week. Health related questions included current smoking status, physical activity, body mass index, self-reported health status and overall life satisfaction. Uni-variable and multi-variable analyses were undertaken to compare the different associations between people who were and were not intending to retire.ResultsIn total, 25.9% (n = 210) of people who were currently in paid employment indicated that they intend to retire completely from the workforce. The remainder indicated that they will continue to work (41.8% retire from full-time work but work part-time, 25.7% continue working part-time but reduce their current hours, and 6.7% never retire). The multi-variable results indicate that those with lower education, having a savings habit, and sales workers more likely to anticipate complete retirement. The self-employed, and those thinking only moderately about retirement, were more likely to extend their working life beyond age 65.ConclusionAn important finding of this study is the large number of Baby Boomers who indicated that they would be happy to work part-time or never retire. Policies and continued dialogue aimed at making the workplace a safe, flexible and welcoming environment to accommodate this wish, and to entice others to take up this option over complete withdrawal from the labour force, is required.

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Section: Introductionmentioning

confidence: 99%

A survey of retirement intentions of baby boomers: an overview of health, social and economic determinants

et al. 2014

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“…Baby boomers are filling this gap (Czaja & Moen, 2004;Ford & Orel, 2005). Jobs requiring high cognitive skills and solid interpersonal capabilities increased about 35% between 1971 and 2006 (Johnson, et al 2011). Many jobs requiring skills gleaned from post-secondary education are expected to grow faster than an average of 10.8% in the next decade (US BLS, 2012).…”

Section: Introductionmentioning

confidence: 99%

Using Technology to Retain Baby Boomers in the Workforce

Salb¹

2015

CIS

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Many Baby Boomers (born between 1946 and 1964) are reaching retirement age at the rate of 8000 a day (AARP 2014). Yet, they still have a desire to remain in the workforce and remain active in their professional environment. Over the years they have developed the strong skills and expertise that industry needs. However, some of these cohorts have several age-related limitations that may be of concern to employers. This paper examines some of the technology solutions available to permit this group to remain productive and active in the workforce.

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“…Nonetheless, interventions aimed at influencing perceptions of stress, for example, may also be warranted. Indeed, given rising levels of work stress (Johnson, Mermin, & Resseger, 2011) and the difficulties of changing work place policies and redesigning work, many workplaces are implementing programs to improve workers’ strategies for managing work stress and “creating psychologically healthy workplaces” (American Psychological Association, 2016). Given our findings in the second aim of strong positive effects on early retirement of the combination of high levels of perceived work stress and high levels of depressive symptoms, interventions aimed at helping older workers—especially those who may be “job locked” (Fisher et al, 2016)—cope more effectively with work stress seem expedient and highly worthwhile.…”

Section: Discussionmentioning

confidence: 99%

A Comparison of Subjective and Objective Job Demands and Fit With Personal Resources as Predictors of Retirement Timing in a National U.S. Sample

Sonnega

Helppie-McFall

Hudomiet

et al. 2017

Work, Aging and Retirement

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Population aging and attendant pressures on public budgets have spurred considerable interest in understanding factors that influence retirement timing. A range of sociodemographic and economic characteristics predict both earlier and later retirement. Less is known about the role of job characteristics on the work choices of older workers. Researchers are increasingly using the subjective ratings of job characteristics available in the Health and Retirement Study in conjunction with more objective measures of job characteristics from the Occupational Information Network (O*NET) database. Employing a theoretically-informed model of job demands-personal resources fit, we constructed mismatch measures between resources and job demands (both subjectively and objectively assessed) in physical, emotional, and cognitive domains. When we matched comparable measures across the two data sources in the domains of physical, emotional, and cognitive job demands, we found that both sources of information held predictive power in relation to retirement timing. Physical and emotional but not cognitive mismatch were associated with earlier retirement. We discuss theoretical and practical implications of these findings and directions for future research.

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Job Demands and Work Ability at Older Ages

Cited by 48 publications

References 21 publications

A survey of retirement intentions of baby boomers: an overview of health, social and economic determinants

A survey of retirement intentions of baby boomers: an overview of health, social and economic determinants

Using Technology to Retain Baby Boomers in the Workforce

A Comparison of Subjective and Objective Job Demands and Fit With Personal Resources as Predictors of Retirement Timing in a National U.S. Sample

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