Older workers’ evaluations of the political goal to extend working life: Discursive approach to the “attitude problem”

Abstract

Population ageing presents major challenges to the welfare system across the European Union. Consequently, emphasizing delayed retirement age and extended working lives abound in political discussions. Researchers have recognized numerous problems, which make the extended working life a challenging political task. One of these problems are citizens’ negative attitudes toward delayed retirement and extended working life. In this paper, we approach this “attitude problem” from the perspective of discursive social psychology and analyze the variation in the way aspirations to extend working lives are evaluated by older workers. The data analyzed in the study consists of interviews where participants between 50 and 65 years of age comment on the political goal to extend working lives. The article sheds light on the “attitude problem” by turning the attention from underlying individual preferences to discursive resources used to undermine the political goal and the situational functions these evaluative practices have.

Early Exit Decisions in Finland: Investigating the Limbo between Unemployment and Retirement

“…In line with previous research (cf. Niska & Nikander 2021), our interviewees shared an understanding that 40 years of work is enough to grant individuals well-earned retirement days.…”

“…This required individuals to position themselves between unemployment and retirement, avoiding both the stigmatization of unemployment and negative portrayals of being older than they actually were (being retired). Engaging in various discursive strategies, individuals changed the narrative from an unwilling older worker to extend working life (Niska & Nikander 2021;Krekula & Vickerstaff 2020) by positioning responsibility over their career exit to their employer and the government's punitive actions. In line with previous research, we were able to identify some of the known early retirement factors in the resources individuals drew on, such as workplaces issues, nature of the work, social norms, and having achieved personal financial goal or pension age (Wilson et al 2020), or in our case, early exit age.…”

“…Unemployed individuals and those experiencing job loss in late career may not be able or willing to extend their working lives. A Finnish investigation among older workers reveals that extending working life is a matter of complex negotiation where older workers consider what is doable, feasible, economically sound, morally acceptable, and rightly timed for their situation (Niska & Nikander 2021). Moreover, when considering retirement and career continuation, older workers frequently validate their accounts by employing internalized age norms that inform them they are too old for training, changing jobs, and receiving promotions (Vickerstaff & Van der Horst 2021).…”

“…Moreover, ageism in the workplace, recruitment practices, and employment services devaluates older workers and pushes them toward exit Previtali et al 2022). Older generations accustomed to job stability may also perceive their retirement as well-earned once they have reached 40 years of working (Niska & Nikander 2021).…”