Late-life work and well-being

Graham, Carol

doi:10.15185/izawol.107

Cited by 9 publications

(6 citation statements)

References 10 publications

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“…People can work after reaching the legal retirement age for a variety of reasons. Economic advantage could lead to a healthy old age where attachment to the labour market is a means for meaningful social life (Graham, 2014). In contrast, economic disadvantage could lead to work to compensate income loss.…”

Section: Discussion: Insurance and Work In Old Agementioning

confidence: 99%

Gender differences in retirement in Chile and Uruguay

Biehl

Canales

Salinas

et al. 2020

IJSSP

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PurposeThis study compares retirement in Chile and Uruguay, and focuses on current individuals legally entitled to retire, particularly women. The article analyses how labour market and family resources shape the access of women and men to social insurance by investigating the likelihood of retirement after reaching the legal age of retirement.Design/methodology/approachThis study uses the Longitudinal Social Protection Survey (LSPS), a biannual or triennial longitudinal survey carried out in six Latin American countries. To study gender differences in the chance of being retired, the study conducts a series of logit regression models to model retirement as a function of labour market and life course conditions as well as providing descriptive and contextual information.FindingsMain findings support labour market explanations of gender differences in retirement. Work experience, human capital and contribution densities largely explain the chances of retirement and economic autonomy among elderly women. Further analysis reveal that they are both less likely than men to retire but also to work in old age, limiting their economic autonomy.Research limitations/implicationsData for Uruguay are recent. To maximize comparison between countries, the paper selects the more recent waves with complete administrative information. As a result, the article uses cross-sectional data that might not capture the accumulation of family resources and could fail to provide a complete gendered life course explanation of current disadvantages faced by women.Originality/valueThe article uses novel data in order to place two Latin American countries within mainstream sociological theories of retirement, thus complementing literature that mainly focuses on European and North-American societies. The paper also documents gender gaps in retirement in two different Latin American societies, one with a traditionally generous public pension system (Uruguay) and one with a largely privately-run contributory system (Chile).

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Section: Discussion: Insurance and Work In Old Agementioning

confidence: 99%

Gender differences in retirement in Chile and Uruguay

Biehl

Canales

Salinas

et al. 2020

IJSSP

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“…According to Shagvaliyeva and Yazdanifard (2014) happier than either full-time work or no work, because such jobs allow them to gain esteem through working, while obtaining social and self-esteem from being with and caring for their families and their homes. Graham (2014) in her study found that, flexible approaches to retirement and to part-time work are linked to higher levels of well-being, at least in labor markets where flexible work is a choice. The flexible working arrangements' ability to reduce work pressure and work-life conflict has important implications for employees' physical and mental well-being and potentially has utility of reduced absenteeism (Russell et al, 2009).…”

Section: Flexible Working Subjective Well-being and Intention To Leavementioning

confidence: 93%

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

Bozkurt¹,

Gürel²,

Kıran³

2017

The European Proceedings of Social and Behavioural Sciences

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The purpose of research is determining the effect of employee's flexible working attitude on intend to leave and subjective well-being. The sample of this research is employees of a company which applies flexible working and operates the area of organized industrial zones in Manisa. In this regard,164 employees which generally work in call center, joined the research as filling questionnaires. Non-being of the research which examines the flexible attitude, intend to leave and subjective well-being together in the body of literature becomes more attractive the topic. So, the result of this research will help not only academicians who interest the topic but also managers who apply flexible working with giving up-date information. Moreover, results may contribute to further researches which examine the topic from different aspects and relate different terms. Two research questions are concentrated here. One of them is whether existence of statistically meaningful connection between flexible working attitude and subjective well-being in offices. Whether existence of statistically meaningful connection between flexible working attitude of employees and intend to leave or not is the latter one.

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“…Flexible work arrangements, including work schedule flexibility and location flexibility, have demonstrated promise in improving mental health and well-being (Kirwin & Ettinger, 2022). Additionally, flexible working patterns that provide workers with more choice and control have been linked to positive effects on health and well-being (Graham, 2014).…”

Section: The Influence Of Hrm Practices On Employee Well-being and Me...mentioning

confidence: 99%

The Role of Human Resource Management in Employee Well-Being and Mental Health: A Systematic Literature Review

Mahdia

2024

PRODUCTIVITY

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This research is a systematic literature review on the role of Human Resource Management (HRM) in employee well-being and mental health. This literature review aims to identify HRM practices that influence employee well-being and mental health, as well as to evaluate their impact on organizational performance. The results of the literature review show that HRM practices such as working time flexibility, support from superiors and colleagues, career development opportunities, organizational justice and compensation policies, a healthy and safe work environment, recognition of achievements, participation and decision making opportunities play an important role in improving employee well-being and mental health. The implications of these findings support the need for organizations to prioritize the implementation of HRM practices oriented towards employee well-being as a strategy to improve overall organizational performance.

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Late-life work and well-being

Cited by 9 publications

References 10 publications

Gender differences in retirement in Chile and Uruguay

Gender differences in retirement in Chile and Uruguay

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

The Role of Human Resource Management in Employee Well-Being and Mental Health: A Systematic Literature Review

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