Outcome expectations and work design characteristics in post-retirement work planning

Wöhrmann, Anne Marit; Deller, Jürgen; Wang, Mo

doi:10.1016/j.jvb.2013.05.003

Cited by 44 publications

(58 citation statements)

References 39 publications

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“…Given the importance of exit conditions to longer-term adjustment, it is incumbent on organisations to provide desirable work opportunities and counter age stereotypes (Callanan and Greenhaus 2008; Quine et al 2007). For example, organisations can provide flexible working arrangements, opportunities to volunteer or mentor, or design new roles that improve quality of work, reduce physical demands and encourage social support at work (Oakman and Wells 2010; Peeters and van Emmerik 2008; Wöhrmann, Deller and Wang 2013). In general, organisations and government need to do more to promote age-friendly work environments, relevant skills training and desirable work options (Johnson 2009; McKelvey 2009).…”

Section: Discussionmentioning

confidence: 99%

Improving retirement outcomes: the role of resources, pre-retirement planning and transition characteristics

Muratore

Earl

2014

Ageing and Society

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Retirement is an inherently complex process due to the multitude of variables that influence it. The present article proposes that by combining our understanding of retirement phases (a conceptual framework) with a theory that specifies a general mechanism for retirement adaptation (a theoretical framework), we can improve how we research retirement. Accordingly, this study proposes and tests a model exploring the antecedents and consequences of the retirement process across three stages: Pre-retirement, Transition and Adaptation, using data collected from 550 Australian retirees. Multiple outcomes are explored, including adjustment, wellbeing and life satisfaction, as well as variables including planning, perception of wealth, resources and mastery. The model showed a significant influence of resources on both phases and outcomes, with mastery showing the strongest relationships of all the resources. Results suggest that outcomes in retirement may be improved by promoting retirement planning, improving exit conditions and building key resources, in particular, mastery. Overall, the model demonstrates the value of combining theory and conceptual frameworks to inform the specification of statistical models to research retirement. Research implications and alternative models are discussed.

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Section: Discussionmentioning

confidence: 99%

Improving retirement outcomes: the role of resources, pre-retirement planning and transition characteristics

Muratore

Earl

2014

Ageing and Society

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“…Paid work activities refers to various forms of work inside and outside the career field (Gobeski & Beehr, ). According to employers, paid post‐retirement work can be categorized as working for the same employer, working for another employer, or being self‐employed (Fasbender & Deller, ; Wöhrmann, Deller, & Wang, ). Voluntary work activities refers to formal volunteering for civic organizations and informal volunteering for family and friends (Herzog & Morgan, ; Wang & Shi, ).…”

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confidence: 99%

Using Work Values to Predict Post‐Retirement Work Intentions

Wöhrmann

Fasbender

Deller

2016

The Career Development Quart

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Work values might be proximal predictors of individuals' late-career intentions because they serve as guiding principles for the selection, evaluation, and justification of vocational behavior. The purpose of this study was to examine the relationship between work values and post-retirement work intentions. The authors investigated individual work values within the structure of 4 higher order values elaborated on by Schwartz et al. (2012). Relationships between work values and 4 types of postretirement work intentions were examined. Data from 1,071 employees of a German logistics company were used to test the hypotheses. The results of a structural equation model indicated that work values were differentially related to the 4 types of post-retirement work intentions. The identified work value-work type combinations add to the literature on post-retirement work. Practice implications for promoting positive individual and organizational outcomes are drawn from the results.

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“…Social variables. Research on perceived social support at work has shown ambiguous results regarding retirement planning: While it has been associated with greater outcome expectations and greater post-retirement work intentions (Wöhrmann, Deller, & Wang, 2013), in another study social support at work and the subjective experience of mattering (i.e., the perception that one makes a difference in the world) were found to have no impact on retirement planning one year later (Froidevaux, Hirschi, & Wang, 2016). These authors further found no mediating effect of mattering in the relationship between social support at work and retirement planning, and suggest that mattering may increase motivation to take action but also a general sense of confidence into life and one's future, so that whatever path individuals choose to pursue at retirement, they would remain important for others.…”

Section: Motivational and Socio-cognitive Variables A Number Of Psycmentioning

confidence: 99%

Berufliche Beratung Älterer

Froidevaux¹,

Baumann²,

Maggiori³

et al. 2017

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In an aging society, the successful transition from work to retirement becomes a major challenge for individuals, organizations, and governments. This chapter aims to explore the relationship between retirement planning and adjustment, and the general assumption according to which planning for retirement leads to positive adjustment outcomes. To do so, first the different trajectories from employment to retirement in terms of well-being are described, and a synthesis of five distinct retiree types is proposed. We then focus on Schlossberg's (2003) typology, according to which individuals combine several paths across time in retirement. Second, the chapter focuses on retirement planning as the first phase of the retirement process: Its antecedents (i.e., socioeconomic , trait, motivational and sociocognitive, and social variables) and consequences (i.e., financial security, health and wellbeing, subjective beliefs and expectations, and social life) are reviewed. Third, practical implications for career counselling interventions of retirement planning are proposed. They relate to the Transition to Retirement Questionnaire, identifying more vulnerable groups, and target four main ingredients that reinforce the positive impact of retirement planning on adjustment. Finally, future directions for research on the relationship between retirement planning and adjustment are suggested.

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Outcome expectations and work design characteristics in post-retirement work planning

Cited by 44 publications

References 39 publications

Improving retirement outcomes: the role of resources, pre-retirement planning and transition characteristics

Improving retirement outcomes: the role of resources, pre-retirement planning and transition characteristics

Using Work Values to Predict Post‐Retirement Work Intentions

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